Good intentions don't change hiring outcomes. Good processes do. Guides, templates, checklists and tools for every stage, from defining the role to onboarding the hire.
12 tools
A structured template for defining the behavioral competencies, performance outcomes and success criteria for any role before you begin hiring. Completing a job scorecard before posting a role forces clarity on what success looks like and gives interviewers a shared standard to evaluate against.
A pre-hiring checklist that makes sure every role is properly defined before the search begins. Covers behavioral competency selection, success metrics, stakeholder alignment and job description review. Takes about 30 minutes.
A one-page worksheet for the role-definition session: who to invite, the five questions to ask, and space to capture the behaviors that matter most.
How to choose the right behavioral assessment for your hiring context. Covers the main categories (personality-based, competency-based, situational judgment), their validity profiles, and a framework for evaluating vendors.
A one-page chart of predictive validity by selection method, from the 2022 Sackett et al. estimates, with plain-language notes.
How to design and run behavioral interviews, from writing STAR-format questions to scoring answers consistently. Covers the research behind structured interviewing, common interviewer errors, and calibrating across interviewers.
A library of behavioral interview questions organized by competency, including accountability, collaboration, initiative, adaptability and communication. Each question includes a scoring guide and follow-up probes.
A per-interviewer template for capturing behavioral evidence, completed right after each interview while observations are fresh. Includes space for verbatim evidence, competency ratings and an overall recommendation.
A structured scoring framework for final hiring decisions based on the behavioral evidence gathered during selection. Replaces gut-feel debriefs with a consistent, auditable process that reduces recency bias and groupthink.
Twelve questions to check whether your current process is structured enough to predict performance.
How to use behavioral hiring data during onboarding to speed up new-hire performance and reduce early attrition. Covers sharing behavioral profiles with managers, setting expectations around strengths, and structuring the first 90 days.
Turn the gaps found during hiring into a coaching plan for a new hire's first three months.
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