[bunsenhoneydew]

I used to use a system where each interviewer just wrote down two numbers, hidden from others, marks out of ten for attitude and aptitude. Attitude encapsulated things like humility, willingness and desire to learn and share knowledge, etc. Aptitude was more around the technical skills required to do this job but also the capability to learn new skills when required. Those are pretty much the only two attributes I care about when recruiting.

Roughly it was:

6 - not quite there 7 - they have the att/apt required 8 - strong demonstration of att/apt Etc.

Average 7+ across both attributes for all interviewers or they’re a no.

The weighting was slightly different between contractors and FTE but as a starting point for the debrief it worked well.

I’ve also heard, and like: “if they’re not a ‘hell yes’ then they’re a ‘hell no’”, which is a lot simpler.

[antisthenes]

> 6 - not quite there 7 - they have the att/apt required 8 - strong demonstration of att/apt Etc.

> Average 7+ across both attributes for all interviewers or they’re a no.

Measured against what, the general populace, or other professionals in the field? If other professionals, how could you possibly have enough of a sample size to make an accurate rating here?

You'd have had to have interviewed at least 20-30 other professionals of the same exact type and role.

I don't know what the expectations are, but I would personally not rate anyone 8 on both, unless they are an absolute rockstar that's destined for leadership roles. Just statistically, 8 on both is only 9% of people.

Is your company really that selective that you weed out 91% of people who made it to an in-person interview stage?

[rexer]

> Measured against what

Nothing I don’t think. The average is of the two scores: attitude and aptitude. The average of the two must be at least 7.

Unless you’re taking about how each interviewer calibrates. In which case it’s common for interviewers to be coached on how to rate candidates. Your calibration indeed seems too harsh for this parents system

[danjl]

It can also be helpful to make sure interviewers can clearly say yes or no about a candidate. If you're not there, ask whatever you need to get there. If you never get to yes then it's a no.