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

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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


[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]

Call to Action

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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. And I negated the standardized scoring system. Interesting, right? So the interesting thing about these scoring systems is you can go back and see how accurate it was. That’s huge, and valuable, especially if you’re interviewing many people over a long period. You guys, that’s amazing. I feel like we should end the podcast there. But I’ve got two more for you.
The next one is it allows easy tracking and documentation of candidate evaluations. So you tired of sifting through piles, resumes, or piles of emails? A standardized scoring system can help. By using a digital platform to evaluate dogsledding candidates, you can easily track and document each candidate scored evaluation, making it simple to reach out visit past evaluations, and compare candidates. So not only saves time, but you also ensure that you don’t accidentally overlook a candidate that would be a great fit for your team. And the benefits don’t stop there. By having a standardized scoring place that system in place, you can easily share candidates’ evaluations with other members of your team, or even future hiring managers, I just mentioned that this process means that your hiring decisions are informed by a comprehensive evaluation process, not just one person’s opinion. Plus, by having clear documentation of candidate evaluations, you can ensure that you’re making fair hiring decisions, which can help you build trust and confidence with potential candidates. Transparency matters. You guys, I want you to think of this because I know a lot of you are very disheveled when it comes to hiring I know that, you know being you might have even gotten pinged with like you have a new application from indeed right now.
If this is you, I encourage you to check out jazz HR, jazz HR is going to be something that is going to help revolutionize the way that you hire. It has done that for hundreds of pet sitters and dog walkers since 2018. And we are very exclusive in the way that we get 50% off the middle in the highest tiered plan, the lowest plan, honestly, I’m going to tell you straight up, don’t get it, it’s a waste of money. It’s a glorified posting. But if you use JSON Jaz HR to the fullest potential, you can do things like I do all the time, where you can go through applicants, and you can rate them one through five stars. So then you can filter out all five stars and focus on them. Or you can create an evaluation sheet, whereas you’re interviewing them, you get to score them on your evaluation sheet. This is something your managers can do Jaz HR helps keep you organized and has a system that you can easily pull up past people that you have rated. So maybe you only have one open position right now. But you’ve got four people that you liked. And we’re interested in exploring more. Well, if and when that time comes, you can easily go back to that person. And if you’re one of the jumpers that I work with, where you’re looking for people that are just looking for passive income, chances are you actually can go back one or two months before you know previous and be like, hey Molly, I was wondering like, you know, you applied two months ago, I was wondering if I Your situation is still you know, available to maybe join our team, can we explore that. Now you have all of this stuff recorded and scored and, you know, evaluated essentially. So you can go in and make a quick hiring decision without having to go post another job, wait for applicants to come in, and sift through them. Go through all of the knockout questions, make sure they have a pulse, then go, gosh, you guys, it’s all about working smarter, not harder. Okay, we’re gonna jump back to the notes, because that was another little tangent.
All right, we’re gonna go to number four. And this is the last one so it allows for an efficient review of candidates as scores can easily be compared to determine which candidates should advance to the next stage of hiring. So we talked about, you know, re-looking at what They were like before, but let’s look at what they were like, compared to each other. So let’s go back to that example of maybe you want to hire one, but you’ve got four also, that looked good that you know, you might save for later, like a piece of chocolate. Any chocoholics out there understand that Anyways, um, you could, you could take all their scores because they were all scored and evaluated on the same system. And so based on those five people, you could determine which one is your front-runner. And using, I think it was example number two, the more that you do this, the more you’re going to be able to predict that if they score high in this certain area, it’s most likely that they’re going to be a long term employee for you, guys, I’m telling you exactly what you need to do. Okay, the how it might be a little bit mind-bending, the how is where non jumpers get stuck up, and they tried 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 you do it, you will not get it. Okay, you’re going to fail. I just had a jumper that finally started hiring, and she’s full of anxiety and freaking out. And guess what the hire didn’t work out? It’s no big surprise. Now, does it mean that you can’t hire them and she can never do this? No. Does it mean that she is completely disappointed? And she was really like, you know, setting her hopes that this is going to work out? And she’s feeling discouraged. Yeah, it does. But this is where greatness is built. It’s at this intersection of, do I stay down? Or do I jump back up? This is what always keeps jumping is all about this girl. I know she’s gonna keep jumping. Because I watched her. I’ve seen the determination and the grit that she has. And it is so ridiculously exciting.
So you guys, I want you to think as you’re listening to all of this, it is not okay, it is not enough for you just to keep listening, and then go on to the next podcast episode. Although I would love for you to binge on Bella, I also would love for you to leave us some reviews. And also subscribe and share it on your Facebook feed or your Instagram feed. I would love that. Because if you find this valuable, chances are your friends are going to too. But listen, getting back to my original point here. There is a difference between learning this and talking yourself out of it and attempting to do it. If you are one of those people that say I hate hiring, hiring doesn’t work. I am giving you so many ideas since January. Of all the different things that you can be doing to impressively uplevel. Your hiring. The question just comes down to whether are you going to do it. But Bella, I’m so exhausted, I’m tired. You don’t understand. I don’t have any time in the day for it. And I’m when I get home, I can’t even think straight. I do understand it. But the alternative is to stay where you are. So it’s important to start carving out time. Even if that’s 20 minutes a day. Is there something that you can replace in your day? Is there some scrolling on Tik Tok you could not do but Bella you don’t understand? That’s what helps calm me down and just zones me out. Google that is a survival response. You think it’s helping you it’s not. It’s making small steps to replace things. And you got to find the time you got to carve it out. Because this will exponentially change your life. If you never had a hiring problem, if you always had a funnel, or a system, or a button, you could press and you can make it rain, the ideal candidate for your business, you got to do the work. The jumpers that I talked about consistently that have this figured out have done the work. And then they did the work again. And then they did the work again. And then they did the work again. Because it’s a fluid process. That doesn’t work the first time. Don’t get discouraged. Always keep jumping.
I think we’re gonna leave us there for today. Our next episode is going to be fun. We’re going to talk about three ways to delight your clients through social media. And so we are going to take a little bit of a break from the hiring trend we’ve been on and take a little bit of a shift of focus. Spoiler alert, better marketing with bellow we’ll be opening up in about a month. And that’ll be for the second semester. So I want you to kind of start, you know, thinking what do you have planned for March? Do you have all of your social media content plans? Because the date of this episode is March 2. So do you have everything planned out? Are you a Mom, do you have kids on spring break? Because it’s only gonna get crazier, right? If you’re a pet sitter, maybe you don’t have kids on supper. And break, but your A petsitter spring break is happening in March and in April depending on where you are in the country. There is St. Patrick’s Day. There’s April Fool’s Day, coming up in April as well as Easter and all that other stuff. I mean, we are in the swing of things. How much of your content has planned how much your content is I’m just going to throw something up and hope it works. And then you come back again, just like hiring a new site. It doesn’t work. I’m going to be talking a lot about the success of better marketing Bella, I’m going to be showing you people like Zen Petcare which has an 800 increase in reach because they’ve been using better marketing with Bella. I could keep going, I’m not gonna keep going. I just said I was going to end the show. And I’m going to do just that. And I’m going to end it how I always do, guys, I know that running a business is not easy. I have a few of them. So I understand. But it is doable. And all of your wildest dreams can come true. Just get out of your way. And always keep jumping. See you next week. Bye now

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