The Job Scorecard
Make every new hire count.
FORMAT
Google Doc
TIME TO IMPLEMENT
1-2 Hours + screening & interview time
BEST FOR
Business owners who can’t afford to hire the wrong people. (Hint: That’s everyone)
“The secret of my success is that we have gone to exceptional lengths to hire the best people in the world.”
“Hiring the right people takes time, the right questions and a healthy dose of curiosity.”
There’s a reason why it’s so easy to find a quote about building, maintaining, and engaging teams—it’s on everyone’s mind! Whether it is time to grow your offerings, expand your reach, or simply increase the bandwidth of your team—recruiting the right person can make all the difference.
The A-Player Job Scorecard helps make hiring decisions easy and efficient—because you can’t afford to hire the wrong person. And you can’t afford to wait to hire the right one.
What it Does
TLP’s A-Player Job Scorecard (available for free here) helps you organize your thoughts, ads, interview process, and candidate ratings. It guides you by asking (and making sure you answer) the right questions throughout the process to create a clear snapshot of each potential hire. Start now!
First, get organized.
Gather a small team of key people who will be directly working with this new hire. Find out what they need to make their jobs easier and what new skills would complement their own.
Don’t be afraid to dream big about what you are ideally looking for in a candidate—even if someone doesn’t tick all of the boxes, it will give the hire something to strive for on the job.
Who will this hire report to?
How will it affect the overall hierarchy of the company?
What will they do?
What should they bring to the equation?
Who will they need to be?
Then, get out there.
Place an ad for your position in as many places as possible, and track where you have the most success. This will save you time in the future by knowing just what to say and where to say it.
Finally, get down to business.
First-round telephone screenings are a good way to weed out folks who aren’t the right fit based on their answers about their previous experience and any non-negotiables. Be honest with your ratings and you’ll save precious time during the face-to-face interviews. It will also allow you to make better use of that time to really get to know the person and how they might fit in with the culture at your company.
Why Cohort Members love it
Everything is in one place. The A-Player Job Scorecard guides you through the hiring process from start to finish. Each step is separated by individual tabs for easy reference.
It answers every question ahead of time. We’ve thought about all of the questions you need to ask yourself before placing your ad, as well as during the interview process so you can hit the ground running.
It prevents your gut from being the only deciding factor. The tool includes a carefully thought-out rating system so hires aren’t arbitrary. While it is important to trust your gut when hiring someone—a clear assessment can help A-Players rise to the top.
“The people you hire could be making—or costing—you money within days of hiring. That’s why being clear on who and what and why is so important.
Using tools like the Job Scorecard, we were able to look forward and determine what hires we needed, what skills and experiences we needed those hires to have, as well as the budget for those hires.
We have the systems and processes in place to basically flip a switch and know we’d have another A-Player on the team, contributing to our revenue, growth, and potential within 90-days of hire. It’s incredible.”
