Chief of Staff Interview Scorecard

How do you reduce the risk of a bad Chief of Staff hire? Use a Chief of Staff Interview Scorecard.

Let’s face it - there is rampant bias in interviewing. Any time you can lower it, you can save yourself the heartache of a huge hiring mistake.

So what is the interview scorecard exactly? It’s a hiring tool that evaluates a candidate’s Chief of Staff specific competencies and cultural fit. It also identifies areas of concern and delivers a hire / not hire recommendation.

And how does it work? Hiring teams use interview scorecards to standardize the evaluation of candidates in the interview process. Each interviewer completes a scorecard for each candidate.

The hiring team compiles all scorecards to compare rankings and identifies the strongest candidates.

Why is it important? This establishes a rigorous interview process and promotes more objective assessment. It makes sure everyone is on the same page on how to assess candidates. It also ensures alignment upfront on what the ideal candidate looks like.

Ok great, you might be saying, but what does it look like?

The first section contains administrative details, like Candidate Name, Interviewer Name and Interview Date.

The second section gets right to the Overall Score, Overall Recommendation and Areas of Concern.

The third and final section lists all candidate attributes, and then notes from the interviewer on different categories, along with a score of 1-5.

Attributes include Job Title, Role Deliverables and Long Term Goals. Then comes Tools and Techniques, Experience, Portfolio Examples, Character Traits and Work Style. Career Trajectory, Soft Skills and Culture Fit round out the end of the matrix.

So there you have it. The entire Chief of Staff Interview Scorecard. Use this to massively decrease hiring risk.

Gain peace of mind that your new Chief of Staff may be the best hire you’ve ever made as a CEO.

Contact us here if you’d like a copy of our Chief of Staff Interview Scorecard.