DS Service Desk

The kick-off meeting is a critical session to align all stakeholders from the start of the hiring process.

• When: After you submit your role on Pinpoint, a recruiter will contact you within 48 hours to schedule a 30-45 minute kick-off meeting.

• Preparation: Your recruiter will share a pre-filled recruitment kick-off form and a draft job advertisement for you to review beforehand.

• Job Advert: The draft job advert is designed to be a compelling marketing tool that focuses on the role's impact and benefits for the candidate. The detailed job description will be provided later in the process.

A Hiring Manager's Guide to Scorecards 

A hiring scorecard is a powerful tool for making fair and effective hiring decisions. This guide will help you partner with the recruitment team to build a scorecard that ensures we find the best candidate for your role.

The importance of collaboration

The recruitment team will handle the technical build of the scorecard in Pinpoint, but they need your expertise to define what success looks like. Your input is crucial for identifying the key competencies that will drive a fair and accurate assessment.

How to prepare your input

Before meeting with your recruiter, take some time to outline the essential skills and attributes for the role. This preparation will ensure your scorecard is focused and effective.

• Define key competencies: Think beyond the job description. What qualities truly make someone successful in this role? Consider:

• Hard skills: What technical skills, software knowledge, or certifications are required?

• Soft skills: What communication, teamwork, or leadership skills are essential?

• Behavioral traits: What problem-solving, adaptability, or initiative do you need to see?

• Examples: Instead of just "problem-solving," think about a specific challenge someone in this role would face and what an ideal solution would look like.

• Determine your rating scale: A simple scale works best for consistency. Decide with your recruiter what the ratings will mean. 

A common scale is:

• 4 - Exceeds Expectations: An outstanding demonstration of competency.

• 3 - Meets Expectations: Meets all the requirements for the role.

• 2 - Partially Meets Expectations: Has some gaps that would require training.

• 1 - Did Not Meet Expectations: Lacks the required skills or behaviors.

Your role

1. Kick-off Meeting: During the meeting with your recruiter to discuss the role and your ideal candidate. This is where you'll share the competencies you've outlined. The recruiter will use this information to draft the scorecard in Pinpoint.

2. Review and Finalize: The recruiter will share the draft scorecard with you. Review it carefully to ensure the competencies and a few sample questions are accurate and aligned with your expectations.

3. Interview and Assess: During interviews, use the scorecard as your guide. Use Gemini to transcribe the call and then update Pinpoint with your notes, focusing on concrete examples and evidence the candidate provides. This evidence is what will justify your final rating. 

4. Debrief: After the interviews for that round have been completed, use the completed scorecards to drive your debrief meeting with your Recruiter and decide on who you want to proceed to the next stage. 

Example Scorecard Template

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