I used to use a system where each interviewer just wrote down two numbers, hidden from others, marks out of ten for attitude and aptitude.
Attitude encapsulated things like humility, willingness and desire to learn and share knowledge, etc.
Aptitude was more around the technical skills required to do this job but also the capability to learn new skills when required.
Those are pretty much the only two attributes I care about when recruiting.
Roughly it was:
6 - not quite there
7 - they have the att/apt required
8 - strong demonstration of att/apt
Etc.
Average 7+ across both attributes for all interviewers or they’re a no.
The weighting was slightly different between contractors and FTE but as a starting point for the debrief it worked well.
I’ve also heard, and like: “if they’re not a ‘hell yes’ then they’re a ‘hell no’”, which is a lot simpler.
Roughly it was:
6 - not quite there 7 - they have the att/apt required 8 - strong demonstration of att/apt Etc.
Average 7+ across both attributes for all interviewers or they’re a no.
The weighting was slightly different between contractors and FTE but as a starting point for the debrief it worked well.
I’ve also heard, and like: “if they’re not a ‘hell yes’ then they’re a ‘hell no’”, which is a lot simpler.