Secrets to Build High-Performing Tech Team with Rubric-Based Hiring [ Free Template on Rubric-Based Hiring ]

Introduction

Hiring for technical roles is broken. Companies are rushing to find the right talent, and the pressure is on. 

But, what do you do when, just a few months into the job, you realize the new hire doesn’t actually have the skills you thought they did? 

It’s a frustrating situation that happens all too often. The root of the problem? We’re impressed by resumes and miss out on the skills that really matter, leading to interviews that are not only ineffective but also biased.

Also, what if the issue isn’t just about finding talent? What if the real problem is that our entire approach to evaluating candidates is flawed? It’s time to rethink how we hire for technical roles.

According to a poll carried out by Coder Pad, 65% of technical recruiters see bias in their current hiring processes.

Moreover, according to the U.S. Department of Labor, a bad hire can cost a company up to 30% of the employee's first-year earnings.

In this blog, we’re going to talk about why traditional hiring methods are no longer effective and how shifting to structured, rubric-based interviews can make a real difference.

We’ll cover how skills-based hiring is on the rise, and the big benefits that come with using rubrics-based hiring  to make your hiring process fairer, more consistent, and driven by data.

Shocking truth about resumes, what they don't tell you

Let’s start with resumes, they’re usually the first thing hiring managers see, but honestly, they don’t tell the whole story. Resumes give us a snapshot, some keywords, job titles, and degrees, but they’re not the best at showing what a candidate can really do, especially in technical roles.

The problem is, in big companies, hiring managers don’t have the time to dig into every resume. And while it would be great for engineers to handle this, they’ve got more important things on their plates. So, it falls to recruiters and HR folks to do the initial screening. But here’s where it gets tricky, they often rely on quick indicators like a degree from a well-known school or a few industry standard words that sound right.

But those mentioned skills in a resume doesn't guarantee how well someone will perform on the job. A resume might look impressive on paper, but it doesn’t show how they’ll handle the actual job head on.

By using structured interviews, we can see a candidate’s true potential, not just what’s listed on their resume. It’s about finding out who can actually do the job, not just who looks good on paper.

The downfall of traditional hiring, what you need to know

For decades, technical interviews have followed a familiar pattern, resume screenings, a series of interviews, and maybe a coding test given in for good measure. But despite the widespread use of these methods, they’re often poor predictors of job performance.

Top 2 reasons:

1. Most technical interviews lack a consistent structure. Different interviewers may focus on different aspects of a candidate's skill set, leading to inconsistent evaluations. 
2. Candidates might be grilled on algorithmic problems they’ll rarely come across in the real job, while their ability to work within a team or solve real-life coding challenges goes untested.

Moreover,  as compared to unstructured interviews, structured interviews have been shown to increase the predictive validity of hiring decisions by up to 40% compared to unstructured interviews. This means that when you use structured interviews, you're 40% more likely to select candidates who are the right fit for the job.

Want to improve the fairness of your interviews? Get started with a free consultation.

How skill based hiring is changing the job market

Given these challenges, it’s no surprise that many companies are turning to skills-based hiring as a solution. Instead of relying on resumes and traditional interviews, skills-based hiring focuses on assessing candidates based on their actual abilities to perform the job.

What is skills-based hiring

Skills-based hiring involves evaluating candidates through practical assessments that come up with on job tasks. These assessments are designed to measure the skills and competencies that are directly relevant to the role.

For example, instead of asking a software engineer to solve a theoretical algorithm on a whiteboard, a skills-based assessment might involve writing code to solve a real problem they might come up with during the job. This approach provides a more accurate picture of the candidate’s ability to perform in the role.

And to be more specific, it is the rubric based interviews which are changing the dynamics of how technical interviews are being conducted. Let's go through this in better detail.

What is a rubric hiring? Here’s the scoop

Rubric-based hiring is a method that uses predefined criteria to evaluate candidates in a structured and consistent manner. Instead of relying on subjective impressions, interviewers assess candidates based on specific skills, competencies, and behaviors that are directly relevant to the role.

Here’s how it works:

• Before the interview process begins, hiring teams define the key skills, competencies, and attributes that are necessary for the role.

These criteria are then translated into a rubric, a scoring guide that specifies what different levels of performance look like for each criterion.

• During the interview, each candidate is assessed against the same rubric.

Interviewers rate candidates on each criterion using a standardized scoring system, ensuring that all candidates are evaluated in a consistent and objective manner.

Curious about how this works? Sign up for a free consultation and clear your doubts regarding rubric-based interviews.

Get superior talent with rubric-based hiring

1. Reducing Bias

By focusing on predefined criteria and using a standardized scoring system, rubric-based interviewing helps to eliminate many of the biases that affect traditional interviews. 

Since all candidates are evaluated on the same criteria, interviewers are less likely to be influenced by irrelevant factors, such as a candidate’s background or personal charm.

This structured approach ensures that hiring decisions are based on the candidate’s ability to perform the job, rather than on subjective impressions or unconscious biases.

2. Increasing Fairness and Consistency

Rubric-based interviewing ensures that all candidates are judged fairly and equally. Because everyone is evaluated on the same criteria, candidates are given a fair opportunity to present their abilities. 

This consistency not only leads to fairer hiring decisions but also helps build a more diverse and inclusive team.

3. Enhancing Objectivity and Accountability

With rubric-based hiring, the evaluation process becomes more transparent and objective. Interviewers can justify their decisions based on specific criteria and scores, rather than general impressions. 

This transparency increases accountability and helps to build trust in the hiring process.

4. Improving the Quality of Hires

A structured interview process that focuses on the skills and competencies most relevant to the role leads to better hiring outcomes. 

A study conducted at Google showed that implementing structured interviews with pre-made, high-quality questions, guides, and rubrics resulted in significant time savings, cutting approximately 40 minutes per interview and also improves hire quality.

How to get started with rubric-based hiring in your organization [ Free Downloadable Template Below ]

Implementing rubric-based interviewing doesn’t have to be complicated. Here are some steps to get started:

1. Work with your team to identify the key skills and competencies required for the role. These criteria should be specific, measurable, and directly related to the job.
2. Create a rubric that outlines the different levels of performance for each criterion. Be clear about what constitutes excellent, good, and poor performance.
3. Ensure that all interviewers are trained on how to use the rubric effectively. This includes understanding the criteria, applying the scoring system consistently, and avoiding common biases.
4. Start with a pilot run of rubric-based interviews for a few roles. Gather feedback from interviewers and candidates, and refine the rubric as needed.
5. Once you’re confident in your rubric, integrate it fully into your hiring process. Make rubric-based interviewing a standard practice for all technical roles.

Download the template on Rubric based hiring.

New way to hire

Intervue.io helps you  enhance your technical hiring process. With tools like rubric-based interviewing, live coding assessments, and collaborative evaluations, Intervue.io helps you make data-driven hiring decisions that are free from bias and based on merit.

How can you do rubric based hiring on the intervue.io platform?

Ready to dig deeper into it? Schedule a Call!

Wrapping up

As the demand for top technical talent continues to grow, so too does the need for fair and effective hiring practices. 

Rubric-based interviewing is a way that can help organisations eliminate bias, increase consistency, and make better hiring decisions.

By focusing on what really matters, the skills and competencies required for the job, rubric-based interviewing ensures that the best candidate is selected, every time.

Good luck with your tech hirings! :)