Episode 329: Score Big: 4 Advantages of Having a Standardized Interview Scoring System

Recruiting and hiring the right candidates can be a challenging process for organizations, and mistakes can be costly. However, with the introduction of standardized scoring systems, many organizations are now finding it easier to make informed hiring decisions. Standardized scoring systems provide a consistent framework for evaluating candidates, allowing organizations to assess applicants based on objective criteria. This helps to reduce bias and subjectivity in the hiring process, ensuring that candidates are evaluated fairly and accurately.In the latest episode of Bella in Your Business: Pet Industry Business Podcast, we delve into the topic of using a standardized scoring system in the hiring process and its four key benefits. We provide valuable insights on how this approach can help organizations find the most suitable candidates for their job vacancies. If you want to know more about the advantages of standardized scoring and how it can enhance your organization's hiring process, be sure to tune in to this episode. We will cover various benefits of this method and offer practical tips on implementing it efficiently. Enjoy! Topics Discussed and Key Points: Investing in the hiring process The four advantages of having a standardized scoring system  Why objective assessment of each candidate is important Identifying patterns for successful candidates for future hiring decisions The comprehensive hiring evaluation process Transparency in the hiring process The use of JazzHR to revolutionize the hiring process Survival response Timestamps: [00:05] Introducing today’s show [03:23] Standardized scoring allows for an objective comparison of candidates [05:15] Standardized scoring system helps to identify patterns in successful candidates, which can be used to inform future hiring decisions. [06:26] Standardized scoring system allows easy tracking in the documentation of candidate evaluations [09:47] Standardized scoring system  allows for efficient review of candidates Notable Quotes: [00:03:59] “When you're relying on intuition or gut feelings, you might be overlooking important skills or qualities that are essential for success in the position. With a standardized scoring system, you can ensure that you're evaluating each candidate fairly and thoroughly, giving you the best chance of finding the right person for the job.” [00:04:19] [00:04:31] “If you did not have a standardized scoring system and you showed up to an interview having a really bad day in a bad mood, whatever is going on in your life, your perception of that person could be skewed with a standardized scoring system.” [00:04:46] [00:04:53] “ Develop a system that has a standardized scoring system so you can pass it on to other people to do it for you so that you are only left with doing a final interview.” [00:05:06] [00:07:18] “By having clear documentation of candidate evaluations, you can ensure that you're making hiring decisions that are fair, which can help you build trust and confidence with potential candidates.” [00:07:29] [00:10:47] “The how it might be a little bit mind-bending the how is where non-jumpers get stuck up and they try to do it and then they're like, nope, can't do this. This is too annoying. Or Oh my God, I did it. And it doesn't work because they don't understand that it is a fluid work in progress. The first time that you do it, you are not going to get it. Okay, you're going to fail.” [00:11:08] Links: Resources Podcast: Bella in Your Business: Pet Industry Business Podcast Book: Alexander and the Terrible, Horrible, No Good, Very Bad Day  JazzHR Connect with Bella Website Facebook Instagram YouTube Did you love this episode? If you liked this episode, please head on over to iTunes and leave a five-star rating and review. Every single review helps get this community bigger, stronger, and better. It gets other jumpers just like you into the community. Always remember when life gets down, always keep jumping Transcript: Welcome back to another episode of Bella in your business. My name is Bella Vasta, your host. And today we're going to be talking about the four advantages of having a standardized interviewing scoring system. You're not going to want to miss this episode because it's something that is not talked about widely in our industry. But first, before we get into that last week's episode talked about the red flags that you need to be aware of, and I got a voice message I wanted you to listen in on here it is your times that I literally cannot find the words to just explain how motivating your recent podcast was on hiring and, you know, comparing it to dating, I heard you say that once a while ago, I mean years ago, and it couldn't be more true. So she is, of course, talking about episode 328. As I said, it was about the six red flags that you need to be aware of during the interview process. And it wasn't just her I also got another piece of feedback. Leah mentioned how to spot negativity was excellent, exactly what I needed to hear on how to ask those questions and maybe spot the nonteam player. She continued to say that the red flags hit home and it felt like I was talking to her because it's one employee that has been experiencing this that she's kind of ignored. So me talking about it really kind of brought it to her consciousness. You guys, I'm telling you about this, because I live for this feedback. Like I love it. When you guys, let me know what is hitting home for you where I'm hitting the marks. It all matters because it helps me figure out what I'm going to talk to you guys about next. And that leads us to today. And that's exactly why we are involved in a whole hiring spree right now we're talking a lot about hiring, we will shift in a little bit back to marketing for a little bit. But for now, today, we're definitely going to talk about the four advantages of having a standardized interview scoring system. And it's probably happened to every one of you, like have you guys ever, you know, sat down to interview people and you think the interview goes well, and that they're a fit only to find weeks later that they're actually not, maybe they can't show up reliably. Maybe their attitude has become an issue. Maybe they seem to under like, do not understand like your whole entire process. And I mean, let's face it, it gets costly, right? And then you get into the conundrum of oh, well, I don't want to, I don't want to invest in any of my new employees until I know they're gonna work out. If you've ever thought that it's not investing in the new employee until they work out. It's investing in your hiring process. It starts way before that. Now, can you always can you be foolproof or like 100%? Of course not. We're all human. But there are many things that many people can do, that they're not doing in order to get the proper person which means then you can actually invest in them and in the training. So how can you stop the cycle, the standardized interviewing scoring system, and you'll fit, you'll be able to really figure out you know, who's likely to work out long term, who you definitely shouldn't hire who will be the best culture fit. And ultimately, you're evaluating all the candidates fairly, which you are legally obligated to do. So let's dive in. The first one that I want to talk to you about is that standardized scoring allows for an objection and objective comparison of the candidate and that they're all valued equally. So it can make it more streamlined and efficient. And you can set clear criteria of what you're looking for in a dog walker, and assign a score to each candidate based on how well they meet the criteria. It'll take the guesswork out of the hiring process and ensure you're objectively assessing each candidate. Not only does it save you time and effort, but it can also help you make better hiring decisions. When you're relying on intuition or gut feelings. You might be overlooking important skills or qualities that are essential for success in the position. With a standardized scoring system, you can ensure that you're evaluating each candidate fairly and thoroughly, giving you the best chance of finding the right person for the job. I mean, imagine that you're just having a bad day like Alexander's no good, terrible, horrible bad day. Maybe I'm dating myself. That was a book I used to read when I was little. It was about this kid who just had a really bad day. If you did not have a standardized scoring system, and you showed up to an interview, having a really bad day in a bad mood, whatever is going on in your life, your perception of that person could be skewed. A standardized scoring system will ensure that you're not, or let's up level this because I know many of my jumpers here are of the scaling mindset. Develop a system that has a standardized scoring system, so you can pass it on To other people to do it for you so that you are only left with doing a final interview. Doing this, as I said, it's going to ensure that everyone is evaluated based on the same criteria. Therefore, it's no guessing work or gut work. All right, here's the next one. It can help to identify patterns in successful candidates, which can be used to inform future hiring decisions. So with standardized scoring, you can identify patterns in the qualities and characteristics of successful candidates, which can help you make more informed hiring decisions in the future. This is definitely like, top-level, this isn't something a lot of people do. How many times have you gone back to the scoring systems of the people you've hired to try to find patterns? Oh, they scored well in this area. And I know if they nailed this area, they ended up being a really good employee, or this section was a little bit iffy, but I still kind of like pushed them through because I liked them.