Rubrics cubed: Attempting to quantify the qualitative in the interview process
summary
Claims a structured rubric system replaces a useless five‑point yes/no scale with a zero-to-four scale tied to concrete attributes, breaks interviews into about six or seven focused attributes per session, and produces a score card that hiring committees use alongside historical comparisons (2022 vs 2023) to track bar changes. Built tools: attribute definitions, rubrics, scorecards and committee workflows. Outcome: more consistent leveling, measurable gaps flagged as bugs, incremental improvement rather than guesswork.
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