Candidate Assessment

What the framework is

Candidate assessment compares shortlisted applicants against the same criteria, so a hiring decision rests on agreed evidence rather than on whoever interviewed last. The template starts with five criteria: Experience, Communication Skills, Leadership Potential, Cultural Fit and Problem Solving. The criteria can be changed, added to and weighted.

What the result looks like

When it earns its place

Use it after interviews or assessment days, for promotions, or to choose between internal applicants. It works best on a shortlist of two to six people the panel has all seen.

Watch for two traps. The first is the halo effect: one strong impression colours every criterion. Comparing candidates one criterion at a time works against it. The second is "cultural fit" standing in for "like us". Define what it means for this role before anyone compares, or rename it to the behaviour you actually need.

How to run it with a group

1. Agree the criteria and their weights before the interviews, and rename any that don't describe the role.
2. Add the shortlisted candidates as the options. Three to six options keep it manageable: with five options and five criteria, each person makes 50 comparisons.
3. Each panel member compares the candidates two at a time on each criterion. Participants do not need an account to respond.
4. Read the overall ranking, then the ranking per criterion. Where panel members disagree sharply about one candidate on one criterion, discuss the evidence before deciding.

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