Common Scorecard Mistakes
How to fix vague or unrealistic criteria
A Scorecard is the backbone of the Who Method. But when done incorrectly, it creates more confusion than clarity.
Common mistakes:
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Vague missions – Example: “Improve sales.” This doesn’t define what success looks like.
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Unrealistic outcomes – Setting impossible growth targets damages credibility.
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Too many outcomes – Listing 20+ goals overwhelms both the candidate and the hiring manager.
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Ignoring culture – Forgetting to define competencies and values leads to poor cultural fit.
How to fix them:
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Write specific, measurable outcomes (e.g., “Grow sales from $50M to $100M in 3 years”).
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Limit outcomes to 5–8 key results.
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Always include competencies and culture fit alongside technical skills.
Pro tip: Revisit your Scorecard every quarter to ensure it still aligns with company strategy.