An objective and transparent evaluation process is essential for making informed hiring decisions. With softgarden, you can embed job-specific evaluation criteria directly into the advertisement process, including weighting. The evaluation is scorecard-based and fully integrated into the interview process.
Benefits of Evaluation Criteria in softgarden
Objectivity: Uniform criteria minimize subjective influences.
Comparability: Candidates can be fairly compared.
Team Alignment: All participants evaluate on the same basis.
Documentation: Evaluations are stored in a GDPR-compliant and system-traceable manner.
How the Evaluation Works in Three Steps
1. Define Criteria
Set company-specific evaluation categories, for example:
Technical Competence
Communication Skills
Team Fit / Cultural Fit
Motivation
Problem-Solving Skills
2. Set Weighting
Each criterion receives a weighting based on its relevance to the position:
Weighting Level | Multiplier | Significance |
Normal | x1 | Standard Relevance |
High | x1.5 | Important for the Position |
Higher | x2 | Decisive / Critical |
3. Gather Feedback
After the interview, job team colleagues automatically receive an email requesting evaluation. The feedback is directly integrated into softgarden, resulting in an overall percentage rating comparable to a scorecard.
Scorecard Calculation with Weighting Levels
Evaluation Logic
Evaluation per Criterion: Scale from 1 to 5
Apply Weighting: Rating × Weighting Factor
Sum of All Weighted Ratings = Total Score
Maximum Possible Score = 5 × Weighting Factor per Criterion
Normalization on Scale 0–5: (Total Score ÷ Maximum Possible Score) × 5 Example
Criterion | Evaluation | Weighting | Weighted Points |
Technical Competence | 4 | x2 | 8 |
Team Fit | 5 | x1.5 | 7.5 |
Motivation | 3 | x1 | 3 |
Sum | 18.5 Points |
Maximum Possible: (5 × 2) + (5 × 1.5) + (5 × 1) = 10 + 7.5 + 5 = 22.5 Points
Normalized Total Score: (18.5 ÷ 22.5) × 5 = 4.11 out of 5
Advantages of This Method
Weighting is preserved
Evaluation remains on the familiar scale of 1 to 5
Comparability between candidates is ensured
Permissions & Roles in the Evaluation Process
Who Can Create and Adjust Evaluation Criteria?
Administrators and users with advanced rights
Changes directly impact the scorecard calculation
💡Note: Weightings should only be adjusted before the interview process, as later changes can distort existing evaluations.
Who Can Make Evaluations?
Members of the job team who are authorized for the respective process
Evaluation requests are automatically sent via email
Evaluation is done directly in the applicant profile via the interview scorecard
Who Can View Evaluations?
Own evaluations are always visible
Evaluations of other team members are viewable, depending on the respective role
Visibility can be individually controlled via the role configurator (e.g., for works council, external reviewers, etc.)
Note on Scorecard Usage in softgarden
Please note: Only one scorecard is available per application, which can be filled out by the respective account.
There is no multi-step evaluation process where a separate scorecard can be stored for each interview. Companies wishing to evaluate after several interview rounds (e.g., after the first and second interview) must reflect this within the one scorecard—such as through additional comments or coordinated evaluation processes within the team.
💡Tip: Use the comment function to document impressions from different interview stages and to make the evaluation transparent.