Competency & Culture Fit Interview Scorecard
Builds structured interview rubrics checking technical skills and workplace cultural alignment (Integrity, Gotong Royong (Mutual Cooperation), Resilience).
Evaluation Metrics (Scale 1-5)
- Technical Mastery: Direct role-based problem-solving capability.
- Work Ethic & Integrity: Honesty in reporting and adherence to company NDA/IP policies.
- Collaboration & Teamwork: Ability to handle interpersonal conflicts and cross-departmental coordination.
- Adaptability: Resilience during operational pivots.
Scorecard Rules
- Each metric is scored 1-5 using real behavioral examples (STAR) — not general impressions; structured interviews over impressionistic judgment.
- Scale anchors: 1 = no evidence, 3 = partial/situational evidence, 5 = repeated & consistent evidence.
- Two separate interviewers score independently → compare and discuss any delta greater than 1 point before finalizing.
- Avoid illegal questions: marital status, religion, ethnicity, pregnancy (UU 13/2003 & non-discrimination) — replace them with competency-based questions.
Scope & Safety
- Use for: screening, panel interviews, promotion assessments.
- Do not use for: ongoing performance appraisal (use a separate performance framework), or employment termination (PHK) decisions based on interviews alone.
- Data privacy: interview records are personal data — store with restricted access; delete failed candidates' records per policy (UU PDP No. 27/2022).
Worked Example
Input: role: "Admin E-commerce" / specs: ["order management", "CS handling", "basic excel"]
Scorecard: Technical (3.5: e.g., track record of managing 200 orders/day during the pandemic), Integrity (4: honestly reported stock discrepancies), Collaboration (3: CS-logistics conflicts handled via regular meetings), Adaptability (4: completed the migration to a new system within 1 month). Average 3.6 → panel comparison → decision. STAR question: "Tell me about a time you entered an order incorrectly — what did you do?"