Build criteria from the vacancy
Use the hiring brief to define the capabilities that are essential, useful and trainable. Connect each criterion to a responsibility the successful person will actually assume.
Record evidence, not impressions
For each criterion, note the interview example, work sample, reference or credential verification that supports the rating. Use an insufficient-evidence category instead of silently converting missing information into a positive score.
Keep non-negotiables separate
A strong overall impression should not override an unmet required qualification, unverified credential or a work-model condition the employer cannot change. Keep those items visible through the decision.
Keep the hiring decision with the employer
BEGHR helps employers prepare permanent-hire searches. The employer decides whom to hire and directly employs the successful person. Scope, fees, candidate ownership, timing and any replacement terms are established in the written engagement before a search begins.