There is no right or wrong way to use the sheet, says Shuman. During the first year she implemented the sheet, she used it to score interviewed candidates and to break ties between them.
Shuman and Philp agree that the competency score sheet has given them a more well-rounded view of candidates.
“There are many people who look good on paper, but when they come [in for an interview] it’s a wrong fit for your department’s culture,” Shuman explains.
Additionally, the score sheet has made the selection process more streamlined and objective.
In the future, Shuman and Philp hope to use the scores generated by the competency score sheet to:
By identifying specific items and assigning numeric values to each element of the ERAS application, coordinators have an easier time sorting applications, save time during the busy recruitment season, and are better able to select the best candidates based on their program’s values.
Tips for prescreening applications
Keep the following in mind when reviewing applications: