Every hiring team says they run structured interviews. Almost none actually do.
Why scorecards fail
Most scorecards die because they're built for HR compliance, not for interviewers. Five-point scales with no anchors. "Culture fit" as a competency. Ten things to rate per interview.
What good looks like
Four to six competencies. Each with three or four anchors describing observable behaviors — not adjectives. Each interviewer rates two or three, not all of them.
The rollout
Don't change everything at once. Pilot on one role. Get one hiring manager on board. Watch a debrief run with the scorecard. Then expand.
Structured hiring is boring, and boring is what makes it work.