Overall Talent, Technical Competency, and Potential. How you rank a candidate in this broad category depends very much on the needs of the job to be filled. The score should represent the candidate's ability to grow, develop, and take on bigger roles. To get a 4 or a 5 in this category, candidates should have a broader focus than the job demands. Management and Organization.
Most interviewers focus on individual competency instead of managerial skills.
If the management and organizational aspects of the job are important, spend as much time as necessary to validate a candidate's competency. Use projects to get at organizational skills, even if the candidate doesn't have a big staff. Early in the interview, have the candidate draw an organizational chart for the last few positions. Assign names, title, and direct and indirect staff size. The Ability to Persuade and Motivate Others.