{"id":1693,"date":"2026-08-03T15:45:00","date_gmt":"2026-08-03T13:45:00","guid":{"rendered":"https:\/\/fosfor.nl\/?p=1693"},"modified":"2026-07-29T17:13:09","modified_gmt":"2026-07-29T15:13:09","slug":"calibrate-the-scorecard-for-interviewers-in-45-minutes","status":"publish","type":"post","link":"https:\/\/fosfor.nl\/en\/scorecard-kalibreren-interviewers-in-45-minuten\/","title":{"rendered":"Calibrate the scorecard for interviewers in 45 minutes"},"content":{"rendered":"

You have a scorecard, you have several interviewers, and yet the scores vary. One interviewer gives a 4 where another sees a 2. This is rarely a matter of \u2018gut feeling\u2019; it\u2019s usually a problem of interpretation. In 45 minutes, you can significantly reduce that variation with a short, tightly facilitated calibration session.<\/p>\n

What exactly does \u2018calibrating a scorecard\u2019 mean?<\/h2>\n

Calibrating interviewers\u2019 scorecards means that, as a team, you set the same assessment criteria: what constitutes a 1, 3 or 5 for your team, and what evidence supports each score. You make implicit standards explicit, so that discussions focus less on personalities and more on observable behaviour.<\/p>\n

Calibration is not about \u201cagreeing on the candidate\u201d. It is about agreeing on the rubric: the same words, the same standards, the same interpretation of evidence.<\/p>\n

When do you realise that calibration is missing?<\/h3>\n