Given that most organizations spend roughly 70% of their operating budgets on workforce expenses, it is noteworthy how rare it is for organizations to measure the success of hiring managers in their ability to select the right candidates. It is also rare for individuals to hold themselves accountable for becoming better interviewers over time. By using a quantitative interview scorecard to evaluate the qualifications and suitability of job candidates, and by comparing interview-based predictions with subsequent performance on the job, it’s possible to boost your interview hit rate and your organization’s return on human capital investment over time.