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Scorecard for Hiring Recruiters
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Candidate : 100%
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Date : Total Score :
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SkillCoeffRankAnchorScore
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Think
« out of the box »
15Able to reason in a systematic way, and to try new things5
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4Go out of their office to find candidates
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3Able to source without their computer
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2Able to source without Linkedin
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1Use the same sourcing methods for all profiles
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0Use mostly thought heuristics in their recruitment
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Recruiter Posture1,25Candidate and recruiter are just people, the interview is an honest 2-way conversation5
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4The recruiter makes an effort in kindness towards the candidate, they need to feel welcome
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3The recruiter sets the red carpet: this is the talent war and the candidates won.
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2The recruiter is neutral. Objectivity is what matters most.
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The recruiter drives the interview. If the candidate is here, it's for the company, not the other way around.
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The recruiter is an all powerful being, and they put the candidate under pressure to see what they're made of
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Perseverance15Candidate revival through crossed channels5
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4Candidate revival
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3Do crossed searches
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2Do a simple search and stop if they don't find anything, but contact all candidates in the search
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1Contact the available candidates through mail
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0Avoid using the phone
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Sales acumen1,55Able to usee specific closing techniques5
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4Able to negotiate various aspects in a convincing way
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3Interpersonal skills: try to create a personal bond with candidates
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2Use the classic sales technique scheme: discovery / rephrasal / offer value / handling objections
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1Ask for the person's needs before doing their speech
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0No use of any sales technique
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Customer Service15Make sure that the stakeholders are satisfied, and ask what could have been better5
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4Make sure that no new expectation has apparead along the way
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3Share info about the topics and relevant information to stakeholders
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2Manage topics as soon as possible
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1Try to understand their interlocutor's expectations
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0Manage only incoming queries by email, when they have the time to do it
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Sourcing1,55Set up automation & growth hacking tools for some tasks5
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4Can do x-ray searches without tools, and able to target new differents platforms to source canddiates
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3Use advanced boolean sourcing and x-ray searches, assisted by tools
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2Use sociale networks as a CVdatabase or with a "post n pray" approach
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1Search profiles in a company database, use CVdatabases
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0Post job ads and sort CVs
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Tech-savvy0,85Able to create tools, code by themselves5
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4Able to find new tools and test new ways of using them
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Use advanded applications: chrome extentions, third-party services in order to make their practice better
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2Use social networks and basic applications
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1Use CV databases
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0Don't use any online tool
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Writing skills1,55Use elaborate copywriting skills5
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Use call-to-actions to make their target go from the title through the message down until the response click
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3Use messages titles and first sentences made to create engagement
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2Personalize every message
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1Write their own messages, then copy-paste them
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0Copy-paste messages written by others
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Marketing skills1,55Use personas to identify and activate related motivational levers5
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4Communicate on a message, a goal, a mission, more than on a position
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3Work more on data than on feeling
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2Put themselves in the candidate's shoes, adapt the channels through which they contact them
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1Put themselves in the candidate's shoes, adapt their speech
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0No use of any marketing technique
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Candidate Follow up15Keep track of the candidate advancement in the process5
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4Register every contact with the candidate
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3The candidate management file is not individual but shared
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2Keep notes on candidates
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1Use a candidate management file
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0Manage along the way, using to tools or candidate management file
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Candidate Experience1,25Get news from the candidate even after the trial period5
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4Send negative answers to all the candidates
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3Get news from the candidate during the trial period
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2Give a proportional answer to all candidates involved within the recruitment process
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1Explain the process to the candidate and gives some context
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0A candidate is only a resource
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Organisation15Organize their work with a kanban (or similar)5
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4Set up automatic reminders to not miss anything
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3Own a TODO-list
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2Own an agenda
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1Manage with post-its
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0Do everything by memory
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Client Management
(internal or external)
15Really challenge the client on their needs5
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4Make very regular advancement follow-ups with their client
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3Provide a reporting to their client
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2Advise the client during the recruitment process
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1Get in touch with the client to confirm their needs
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0Receive the requisitions by mail and follow with the next one on the pile
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Assessment1,25Knowledge and basic grasp of psychometrics5
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4Knowledge and full grasp of the cognitive bias
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3Assess with situational tests
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2Assess with situational questions
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1Assess with standardized questions
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0Assess with useless questions or "with the guts"
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Networking0,95Manage candidates communities5
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4Know how to select and nurture the right contractors and partners
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3Participate in work events
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2Build a real network
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1Build an online network
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0Work alone in a short-term way of thinking
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Ethical & Legal Background0,85Know advanced notions of work contracts (such as non-compete agreements, mobility clauses...) 5
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4Know the specifics of their collective social agreement
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3Know the legal basis of work contracts (notice period, short-term bonus...)
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2Able to cite all of the illegal discrimination criterias, including the presumed ones