# A clearer brief. A better shortlist.
## The hiring scorecard field guide
HR Roulette Solutions — original preview resource

### 1. Name the problem
Why does this role exist now? Describe the business problem in two sentences.

### 2. Define the first six months
Write three observable outcomes. Avoid describing the person before agreeing on the work.

| Outcome | Capability needed | Evidence to assess | Interview owner |
| --- | --- | --- | --- |
| | | | |
| | | | |
| | | | |

### 3. Separate essentials from preferences
Which capabilities must be present on day one? Which can be learned with support? Remove criteria that do not connect to an outcome.

### 4. Use an evidence-based scale
1 — Evidence does not yet demonstrate the capability.
2 — Some relevant evidence; important gaps remain.
3 — Clear evidence at the level the role requires.
4 — Strong evidence beyond the immediate requirement.

Record observations and uncertainties before assigning a rating. Do not average scores mechanically; discuss the role's priorities.

### 5. Design a respectful assessment
Use a short, relevant sample with a consistent brief. Tell candidates what will be evaluated, offer reasonable adjustments, and avoid asking for unpaid production work.

### 6. Review the decision
Ask each interviewer to record evidence before the group discussion. Investigate conflicting evidence. If the role requirements change, communicate the change and apply revised criteria consistently.

### 7. Connect hiring to onboarding
Use the same agreed outcomes to plan the first 30, 60, and 90 days. Confirm the resources, relationships, and feedback the new hire will need.

This is an editable general framework, not a validated research instrument or legal guidance. Adapt it to the role and use human judgment.