Hiring rubric design

Build the rubric before reading a resume. It tests evidence for the role; it does not describe an ideal person.

Criteria

Derive four to seven criteria from the approved role outcomes. For each, write:

• the job outcome it supports;
• acceptable evidence sources;
• a one-to-four score anchor in observable terms;
• one interview question or work sample that can confirm it;
• the owner who scores it.

A one means the evidence method was completed and found no qualifying evidence. A two means partial or indirect evidence. A three means clear evidence at the required scope. A four means clear evidence at greater scope with a stated result. When the source or method is unavailable, or the criterion was not yet tested, mark it "not assessed", not one or zero. A resume that simply omits a criterion is "not assessed" until the interview or work sample tests it.

Guardrails

Do not score protected traits or proxies. Do not score polish, likability, shared interests, school prestige, employer prestige, career gaps, names, addresses, photos, accents, or "culture fit". A communication criterion must name the work product and the level the role needs.

Output

Return the rubric table, weight or equal-weight choice, evidence rules, disallowed signals, and owner approval line. The rubric supports a human decision; it never produces an automatic advance or rejection.