Want to drive innovation and success? Start by diversifying your team.

By following the steps outlined below, you can ensure that your hiring practices contribute to a diverse and inclusive workplace. Let’s start with the basics:

What is a Candidate Scorecard?

A candidate scorecard is a structured evaluation tool used during the hiring process to assess and compare candidates against predefined criteria. It typically includes sections for evaluating various competencies, skills, and cultural fit, ensuring that all interviewers use the same standards.

This not only enhances the objectivity of the hiring process but also helps in making informed decisions based on quantitative data.

Steps to Create a DEI Candidate Scorecard

Building a candidate scorecard with diversity and inclusion in mind is not just about ticking boxes; it’s about creating a fair, equitable, and effective hiring process. It is just as important to be transparent with candidates about how they are evaluated by interviewers.

1. Define Job Requirements and Essential Criteria

Start by thoroughly understanding the role you’re hiring for. Outline the essential criteria that candidates must meet to be considered for the position. This includes specific qualifications, experience levels, and technical skills necessary for the job. See here how to write an inclusive job description.

Why? Clearly outlining the job requirements and essential criteria ensures that all candidates are evaluated against the same baseline. This reduces bias and focuses on what is necessary for the role.

Example: For a software engineering role, essential criteria might include proficiency in specific programming languages (e.g., Java, Python), problem-solving skills, and experience with agile methodologies.

2. Identify Core Competencies and Skills

Identify the core competencies and skills that are critical for success in the role. These might include both technical skills and soft skills such as communication, teamwork, and leadership.

Why? By identifying core competencies and skills, you can ensure that the evaluation is comprehensive and relevant to the job. This also allows you to include diverse perspectives and experiences that may be beneficial.

Example: Competencies for a project manager might include leadership, communication, time management, and adaptability.

3. Incorporate DEI Criteria

Develop criteria that specifically address diversity and inclusion. This can include assessing candidates’ experiences with diverse teams, their understanding of cultural competence, and their commitment to fostering an inclusive workplace.

Why? Adding specific diversity and inclusion criteria can help you identify candidates who bring unique perspectives and foster an inclusive workplace culture.

Example: Criteria might include previous experience with diversity initiatives, cultural competency, and a demonstrated commitment to equity.

4. Develop a Rating Scale

Create a consistent rating scale for evaluating candidates against each criterion. This scale should be simple, clear, and easy to use, ensuring that all interviewers are on the same page.

Why? A consistent rating scale allows for objective comparison between candidates. It also ensures that all interviewers are assessing candidates using the same benchmarks.

Example: Use a 1-5 scale where 1 is ‘Does not meet expectations’, 3 is ‘Meets expectations’, and 5 is ‘Exceeds expectations’.

5. Train Interviewers

Provide training for all interviewers on how to use the scorecard effectively and on recognising and mitigating unconscious bias. This ensures that the evaluation process is fair and that all interviewers understand the importance of diversity and inclusion. Discover Xena’s Go-To Resources for Inclusive Organisations.

Why? Training interviewers on how to use the scorecard and on unconscious bias helps ensure the process is fair and inclusive.

Example: Conduct workshops on recognising and mitigating bias, and provide detailed guidelines on using the scorecard effectively.

6. Discuss your findings as a team

After the interviews are complete and the scores have been submitted, you’ll want to review and discuss the scores for each candidate. This collaborative approach ensures that decisions are well-informed and supported by multiple perspectives.

7. Review and Adjust Regularly

Regularly review and update the scorecard to ensure it remains relevant and effective. Collect feedback from interviewers and stakeholders to identify areas for improvement.

Why? Regular review and adjustment of the scorecard ensure that it remains relevant and effective. This also allows for the inclusion of feedback and new insights on diversity and inclusion.

Example: Conduct quarterly reviews of the scorecard with input from hiring teams and diversity officers, and make adjustments as necessary.

See a scorecard example here

Keep in Mind for Women in Tech

When focusing on women in tech, it’s essential to consider the unique challenges and barriers they may face. Include criteria that recognise and value non-linear career paths, experiences with mentorship and community involvement, and a commitment to advocating for gender diversity in tech. Take into account cultural competencies to foster an environment where all employees feel valued and included.

Ensure that the scorecard reflects the importance of creating a supportive and inclusive environment where women can thrive.

Learn what else to consider to become an inclusive organisation in Tech