WYSKA… (What You Should Know About…) SCORECARDS!

/ / / / / / / / / / WYSKA… (What You Should Know About…) SCORECARDS!

WYSKA… (What You Should Know About…) SCORECARDS!

This is an educational series that we hope will introduce you to basic concepts and some industry jargon as well as expose you to the culture and industry status quo. We also will share with you some of our own internal methods that we think could help you in the future!

Today we’re going to scratch the surface of what we call a SCORECARD! For the sake of this blog, we’re going to be talking about scorecards Q&A style! 

What even is a scorecard? 

We’re so glad you asked! A scorecard is a form we use to break down what someone’s goals, ambitions, and wants look like. You would assume that this scorecard is solely based on business goals but the beauty of the scorecard is that it is fairly encompassing.

How do we use scorecards at Protis Global? 

We use scorecards as a method of evaluation. When we are running through the ins and outs of what a candidate needs, we use the scorecard in order to get a better understanding of the candidate on multiple levels.

What aspects of a candidates wants and needs does the scorecard focus on?

The scorecard is comprised of 4 sections. 

The first section is a simple question that, hopefully, provokes an answer that has depth. We ask “What is your WHY?  Your WHY is your treasure; the thing that you will go to great lengths to acquire, honor or serve. How are you evaluating your Win or Loss each day moving toward achieving it?” This is your overall goal and, likely, your strongest motivator.”

The second question evaluates goals and the timeline to accomplish those goals personally. We ask “What do you want to accomplish personally in the next twelve months? The next five years? Go on a dream vacation? Start a family?” These are the goals you would like to achieve that have nothing to do with work but have a significant impact on how happy a person is with their job and overall. We want to know what is going to make you and your family/dependents optimally happy. This helps us understand which roles, companies, and cultures could be the right fit for you in other aspects. 

The third question evaluates goals and the timeline to accomplish those goals professionally. We ask “What do you want to achieve professionally in the next twelve months? The next five years? Earn a designation or complete a degree? Reach a particular level in your career?” This section’s relevance is pretty explanatory, in our opinion. We want to know what your ideal career looks like to you.

And finally, the fourth question evaluates goals and the timeline to accomplish those goals financially.  We ask “What do you want to achieve financially in the next twelve months? The next five years? Purchase a home? Buy a dream car? Reach a certain income level?” At first glance, you may think that professionally and financially your goals would be the same but they are not. We think being able to separate the two is the best way to understand a candidates true desires in the workplace as well as understand where they currently are. 

We find that it can be easy to forget to weave in all of these aspects but we have learned that all of these areas must align in order for you to have balance and to find the opportunity that is the most right for you now and later. 

Why do we use the scorecard?

Well first and foremost, we use the scorecard to ensure the evaluation of every candidate is thorough and equal. We don’t want to miss a thing. We feel like it is especially helpful in the beginning interactions of the candidates because we can be deliberate and focused without being invasive to any degree. Some candidates speak to recruiters and simply spit off the answers they think they want us to hear and only factor in their career trajectory. The scorecard gets candidates in the right mindset for answering our inquiries in a more total way.

How can the scorecard be applied to other aspects of the job search?

The goal, of course, is for us to assess the candidate, but often times, the candidate is faced with critical questions that he or she may not have asked themselves before. This can cause a candidate to realign or focus their goals.  This is a great framework for figuring out where and how to conduct your initial job search. You may be searching for the wrong thing. This can help you focus your career path or open you up to different possibilities and ask yourself “Are you in the right career? Will what you are doing now or planning enable you to accomplish your goals.”

Another place a scorecard can help you is in the actual interview. The scorecard helps you find what you want. As you may know, we say an interview is simply a business conversation between two parties trying to figure out if the relationship will be a good fit for both parties involved. Interviews are about the questions you ask as well. The scorecard can help you conceptualize and verbalize what you actually want or need. Ultimately, you can use this to guide the questions you ask back to the company you are interview with. It is also your job to decide if a role, company, and culture is right for you. 

You can find our version of a scorecard at here!

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