{"id":1703,"date":"2026-08-06T09:00:00","date_gmt":"2026-08-06T07:00:00","guid":{"rendered":"https:\/\/fosfor.nl\/?p=1703"},"modified":"2026-07-29T17:13:09","modified_gmt":"2026-07-29T15:13:09","slug":"weighted-recruitment-scorecard-how-to-choose-2-or-3-key-criteria","status":"publish","type":"post","link":"https:\/\/fosfor.nl\/en\/weging-scorecard-recruitment-zo-kies-je-2-3-kerncriteria\/","title":{"rendered":"Weighted recruitment scorecard: how to choose 2\u20133 key criteria"},"content":{"rendered":"

Why weighting often goes wrong in a scorecard<\/h2>\n

You can have a scorecard with clear criteria and still end up with a discussion based on gut feeling. This usually happens when everything seems \u201cequally important\u201d, or when the weighting is adjusted retrospectively because a candidate is likeable. Weighting isn\u2019t just a spreadsheet trick; it\u2019s an agreement on what really makes the difference in this role.<\/p>\n

With a good weighting of the recruitment scorecard<\/strong> You achieve two things at once: you keep the model simple, whilst also guiding the team towards the most important risks and success factors. That is precisely why giving greater weight to 2\u20133 key criteria often works better than ten criteria with minute differences in percentages.<\/p>\n

What \u201cweighting\u201d actually means in recruitment<\/h2>\n

Weighting means that not all assessment criteria carry the same weighting in the final score. You deliberately choose which elements are \u201cdecisive\u201d, as they have a significant impact on performance, safety, quality or turnover.<\/p>\n

In practice, there are three common variants:<\/p>\n