Once all team members have taken the Teamscope assessment, it's time to start the hiring processes on the platform. Click on "New position" and choose the team to which the new position is created and choose a role title for the position:

You are then greeted by the hiring dashboard - the beating heart of hiring with Teamscope:

  • Preparations
    This section includes all preparatory steps and analysis needed to start the hiring process.

  • Shortlist
    Shortlisted candidates will be asked to go through the Teamscope process and will be added under this category.

  • Evaluate
    Candidates that have gone through evaluation interview(s) and are ready to be evaluated using the Teamscope balanced scorecard.

  • Compare
    Comparison table with all candidates scores on various aspects.

  • Onboard
    The successful candidate(s) will be moved to onboarding to start making preparations for onboarding.

The Preparations section includes three sub-items that are crucial for the rest of the hiring process - Key objectives, Basic requirements, and Competencies.

The analysis of the position and filling in all relevant information is best done 
together with the client so that they are involved in the process and can really
think through which aspects of candidates are actually important and which are
just nice to have.

Key objectives

Key objectives help create the context for defining the basic requirements and competencies. Assess with the client and define the three most important objectives the new employee needs to achieve during their first year on the job.

Think of them as achievements - if at the end of the first year on the job, the biggest achievements of the new employee are the one listed under key objectives, could you say that that employee has done a good job?

If you already have this information, you can define the objectives beforehand, but make sure you discuss these with the hiring manager(s) and get the necessary amendments and approval.

Basic requirements

Basic requirements are the must-have criterion that all candidates worth considering should necessarily have. Usually, there are no more than three of these, but if necessary, you can add more.

These can include relevant work and educational experiences, technical skills, qualifications, managerial experience etc.

Make sure to add requirements that are actually needed and are not optional or simply nice to have. For example, often the educational requirements are just “nice to have”, but sometimes, due to regulatory requirements, it can be a must-have criterion.

Open the hiring dashboard and click on "Basic requirements":


Competencies are the knowledge, skills, and abilities that are required to perform a job successfully. Usually, there are a few core competencies that differentiate top performers in a given industry and job function.

You can select up to nine competencies and divide them between "Must have," "Important," and "Good to have" columns. It's best together with the teams' competency data. You might want the new hire to have competencies that the team is missing.

The selected nine competencies are more important than the rest, and the three 
"must-have" ones are the most important among the selected nine.

At a later stage, interview questions for candidate interviews will be generated based on the selected competencies to help evaluate them.

Once the setup work on the Teamscope platform is done, the next time the platfrom 
is used is when the shortlist is set.

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