Review the evidence signals before interviewing. Then use the anchored descriptions—not instinct alone—to choose the score that best matches each answer.
01
Evaluation factor
Execution and reliability
35% weight
Check volume and accuracy: requisitions filled per quarter, onboarding cycles run, HRIS records maintained in Workday or BambooHR, I-9 and benefits enrollment deadlines hit without rework.
Evidence to listen for
Describes a workload they owned and how they kept it from slipping
Names the tools and systems they ran day to day
Can talk about volume: tickets, inboxes, orders, uptime
Nothing quietly falls through when they are busy
Five-point scoring guide
1
Poor
Cannot describe their own workload; things slip without them noticing.
2
Needs Improvement
Handles routine volume; drops work under pressure.
3
Satisfactory
Reliable on steady-state work; struggles when volume spikes.
4
Very Good
Consistently reliable at real volume with a system for staying on top.
5
Excellent
Cites concrete throughput (for example 40 hires onboarded, zero I-9 audit findings) and names the systems and deadlines they owned.
02
Evaluation factor
Improving the process
25% weight
Probe what they rebuilt: applicant tracking workflows, offer letter templates, open enrollment checklists, or exit interview data loops, and the time or error reduction that followed.
Evidence to listen for
Has changed a process rather than only following one
Can name what was slow or error-prone and what they did about it
Documents so the improvement survives them
Knows when a process is worth automating and when it is not
Five-point scoring guide
1
Poor
Follows instructions only; no sense that process can change.
2
Needs Improvement
Notices problems but escalates rather than solving.
3
Satisfactory
Makes small improvements; impact is local and undocumented.
4
Very Good
Has redesigned a real process with measurable effect.
5
Excellent
Describes a specific process they redesigned, such as cutting onboarding paperwork time, with before and after numbers and adoption by managers.
03
Evaluation factor
Judgement and autonomy
25% weight
Test handling of grey areas: an informal harassment complaint, an FMLA or ADA accommodation request, or a manager pushing for a termination without documentation.
Evidence to listen for
Knows what to decide alone and what to escalate
Handles an exception without freezing or improvising recklessly
Protects confidentiality and access appropriately
Asks a clarifying question rather than guessing on something costly
Five-point scoring guide
1
Poor
Either escalates everything or acts recklessly on their own.
2
Needs Improvement
Needs frequent direction; uneasy with exceptions.
3
Satisfactory
Sound judgement on familiar decisions.
4
Very Good
Clear sense of their own authority; handles exceptions well.
5
Excellent
Knows when to escalate to counsel or HR leadership, documents contemporaneously, and cites FLSA, FMLA, or state rules driving the call.
04
Evaluation factor
Communication
15% weight
Assess how they deliver hard news: policy changes, compensation conversations, investigation outcomes, and how they keep line managers informed without breaching confidentiality.
Evidence to listen for
Writes clearly enough that people act without a follow-up
Manages expectations before a deadline slips, not after
Handles a frustrated colleague or customer calmly
Works across time zones or async where the role needs it
Five-point scoring guide
1
Poor
Unclear written communication; goes quiet when things slip.
2
Needs Improvement
Communication needs chasing; raises problems late.
3
Satisfactory
Clear enough day to day; proactive updates are inconsistent.
4
Very Good
Clear, proactive, and calm under pressure.
5
Excellent
Explains sensitive decisions plainly to employees and managers, holds confidentiality lines, and shows written comms such as policy rollouts they authored.
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