HIRING TEAMS INTERVIEW SCORECARD

An interview Scorecard is used by hiring teams to evaluate candidates fairly, objectively, and consistently during the panel interviewing process. Each interviewer scores the candidate on the same set of criteria and the hiring team can then meet and compare the scores of the candidates to make the best selection for the role.

INTERVIEW QUESTIONS & SCORING

All interivew questions have been pre-selected for each job level. A consistent panel interview questions based on our core compentecies promote objectivity, reliability, and job relevance, ensuring a fair and efficient hiring process. By using the same set of questions, hiring teams can compare candidates more accurately, eliminate potential biases, and maintain an inclusive approach. Consistency in the interview process is crucial for fostering a transparent recruitment strategy and ensuring all new hires meet the desired level of competence.

Candidate Scoring Criteria

Emerging Potential (1): The candidate demonstrates a significant lack of relevant skills, experience, or knowledge, and their responses or behavior do not align with the job requirements. They would likely struggle to perform the role effectively.

Developing Competence (2): The candidate exhibits some relevant skills or experience but falls short in several key areas. They may require extensive training or support to perform the role competently, and there may be concerns about their ability to succeed in the position.

Balanced Performer (3): The candidate has an adequate level of relevant skills, experience, and knowledge to perform the role. They meet the basic job requirements but may not stand out from other candidates. They would likely perform the role competently with some guidance.

Highly Skilled Contibutor (4): The candidate demonstrates strong relevant skills, experience, and knowledge, exceeding many of the job requirements. They show potential to excel in the role and would likely require minimal guidance or training to perform effectively.

Exceptional Talent (5): The candidate exhibits exceptional skills, experience, and knowledge, going above and beyond the job requirements. Their responses and behavior during the interview

POSITION LEVELS

Vice President of Hospitality

Senior Executive Chef

BUSINESS OPERATOR SENIOR DIRECTORDIRECTOR-GM LEVEL

Director of Operations General Manager (business leader)

Assistant Director/ General Manager of Operations

Executive Chef

Executive Sous Chef

Director/General Manager Level (Department Head)

Assistant Director/ General Manager of Operations

Directors of Human Resources

Supply Chain

Catering Sales

Executive Steward

Controller

SENIOR MANAGER/ MANAGER LEVEL

Senior Operations Manager

Seinor Sous, Sous, Banquet Chef

Senior Manager/ Manager

Catering Sales Supply Chain Warehouse

Stewarding

Human Resources

Accounting/Payroll