Hiring Scorecard
A hiring scorecard is a written framework listing specific job requirements and rating scales that you use to evaluate each candidate consistently. You complete one during interviews or after reviewing applications, scoring candidates on skills, experience, and fit. It creates an audit trail, reduces unconscious bias, and helps defend your hiring decision if challenged.
A hiring scorecard documents your evaluation of a candidate against the actual demands of the role. You define criteria beforehand—technical skills, Pensum suitability, language requirements, relevant experience in years—then score each candidate on a consistent scale (often 1–5). This becomes your record of why you hired or rejected someone.
In Switzerland, employment law (Obligationenrecht, OR) does not mandate scorecards, but they are increasingly expected as good practice. A scorecard shows you made decisions based on job-related factors, not protected characteristics like age, origin, or gender. Cantons and larger employers often have their own hiring standards; smaller firms benefit from the same rigour.
When You Use a Hiring Scorecard
Use a scorecard whenever you interview candidates, especially if multiple people will interview the same candidate. It ensures your sales manager, office manager, and founder all measure the same qualities. Without one, interviews become subjective and you cannot explain hiring choices confidently.
Scorecards are most valuable when you hire frequently or when stakes are high—a technical role, a role touching customer data, or a Pensum expansion from part-time to full-time. They are less critical for one-off hires, but the investment is small and the protection is real.
- Create the scorecard before you interview, not after
- List 5–8 criteria tied to the job description, not personality traits
- Include objective measures (years of experience, specific certifications)
- Define what each score level means (e.g., 5 = exceeds requirement, 1 = falls short)
- Have each interviewer complete one independently, then compare
- Keep the scorecard in your hiring file for at least three years
Your Obligations as an Employer
You are not legally required to use a scorecard under Swiss law. However, if a candidate challenges your hiring decision—especially on grounds of discrimination—the scorecard becomes crucial evidence that you hired based on job fit, not bias. Without one, the burden shifts to you to prove you acted fairly.
Under the revised Federal Data Protection Act (revDSG), any notes you make on candidates are personal data and must be handled securely. Store scorecards in a locked file, digitally encrypted, and delete them after three years unless tied to an active employment relationship. Do not share them with third parties without the candidate's consent.
- Document your criteria in writing before the first interview
- Apply the same criteria and scale to every candidate for the role
- Score honestly—do not adjust scores to fit a pre-chosen candidate
- Store scorecards securely and separately from application materials
- Be prepared to explain your scores if questioned by a candidate or canton labour office
- Do not use scorecards to circumvent hiring rules set by a GAV or collective agreement
The Most Common Mistake
Employers create a scorecard *after* they have already decided who to hire. This defeats the entire purpose. If you fill it out retrospectively to justify a choice made on gut feeling, it is not a scorecard—it is a cover story, and it can backfire in a dispute.
The second mistake is making criteria too vague. «Good communication» or «team player» are not measurable and invite bias. Instead, score on facts: «Demonstrated project management in a 50%+ Pensum role for 2+ years» or «Fluent German and basic French.» Vague criteria make it harder to defend your decision and easier for a candidate to argue you discriminated.
- Do not score candidates on appearance, accent, or personality likability
- Avoid «cultural fit» as a criterion—it often masks bias against different backgrounds
- Do not adjust a low score for a favoured candidate or inflate a weak candidate's score
- Do not let one strong skill (e.g., a language) override weakness in core job duties
- Do not share scorecards informally or discuss them in a way that reveals bias in real-time
- Do not skip the scorecard for internal candidates—use the same framework for all
Frequently asked questions
- Must I use a hiring scorecard under Swiss law?
- No law mandates it. However, if a candidate sues you for unfair dismissal or discrimination, a scorecard is strong evidence you hired based on merit. Without one, you may struggle to prove your decision was fair. Many cantons and employers expect it as standard practice.
- Can I use a scorecard to favour an internal candidate?
- You can use one for internal candidates, but it must apply the same criteria as external candidates. Using different standards for internal versus external hires looks like bias. Document your reasoning clearly if an internal candidate scores lower than an external hire.
- How long must I keep the scorecard?
- Keep hiring scorecards for three years, as part of your employment documentation. This aligns with the statute of limitations for many employment disputes in Switzerland. Delete them securely after three years unless the hired person is still employed, in which case keep them as long as relevant.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.