The BRADFORD Scoring System: A Game-Changer for Streamlining HR Recruitment Efforts


Title: The BRADFORD Scoring System: Streamlining HR Recruitment Efforts


In the ever-evolving field of Human Resources, selecting the right candidate for a job position is crucial for business success. Hiring managers are constantly on the lookout for efficient and effective methods to identify the most suitable candidates from a pool of applicants. One such system gaining popularity in this regard is the BRADFORD Scoring System. In this article, we will explore the intricacies of the BRADFORD Scoring System, its benefits, and its impact on the HR recruitment process.

Understanding the BRADFORD Scoring System:

The BRADFORD Scoring System, named after its creator Charles Bradford, is a scientific approach used by HR professionals and recruiters to evaluate job candidates. This system assigns scores based on an applicant’s qualifications, skills, experience, and other relevant factors to determine their suitability for a particular job role.

Components of the BRADFORD Scoring System:

1. Job Analysis: To ensure accurate evaluation, the first step is conducting a comprehensive job analysis. HR professionals must identify key criteria, including desired qualifications, skills, and experience, which will be incorporated into the scoring system.

2. Scoring Criteria: The BRADFORD Scoring System typically consists of several criteria that are essential for the job role in question. Each criterion is assigned a specific weightage based on its relative importance. For example, while evaluating candidates for an IT position, qualifications or relevant certifications may hold higher weightage compared to other criteria.

3. Applicant Evaluation: During the evaluation process, recruiters assign scores to each candidate under each criterion. These scores can be numerical or qualitative, depending on the organization’s preference. Common scoring scales include 1-10, A-F, or using adjectives like “excellent,” “average,” or “poor.”

Benefits of the BRADFORD Scoring System:

1. Objectivity and Consistency: By employing a standardized and structured approach to evaluate candidates, the BRADFORD Scoring System helps HR professionals maintain objectivity and consistency in the selection process. This reduces potential biases and ensures fairness among all applicants.

2. Efficient Resource Allocation: The scoring system enables HR teams to focus on evaluating candidates who meet the desired qualifications and skills. This saves time and resources by eliminating unsuitable applicants early in the recruitment process.

3. Enhanced Quality of Hire: The BRADFORD Scoring System assists in identifying candidates who are an excellent fit for the job role. The use of specific criteria ensures that HR professionals select individuals with the necessary qualifications and experience, leading to higher-quality hires.

4. Data-Driven Decision Making: Through the collection and analysis of candidate scores, the BRADFORD Scoring System provides valuable data for HR teams. This data can be used to evaluate the effectiveness of the selection process, identify areas for improvement, and provide useful insights for future recruitment drives.


In today’s competitive job market, HR departments face significant challenges in selecting the most suitable candidates for job positions. The BRADFORD Scoring System serves as a valuable tool to streamline the recruitment process, ensuring objectivity, efficiency, and ultimately resulting in high-quality hires. By implementing this scientifically backed system, HR professionals can make more informed decisions, saving time, resources, and improving the overall success of their organization’s recruitment efforts.

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