Most job descriptions try to please everyone and end up helping no one. Your value as an HRBP is to translate that wish list into a testable profile—six to nine competencies, each behaviorally defined and sensibly weighted. The Integration Report formalizes that translation so you can partner with the hiring manager in a way that is quick, fair, and repeatable.

A workable flow:

1. Outcomes first. “Six months from now, what must be undeniably true?” Get one to three statements that the business will recognize (e.g., “New onboarding flow launched with <3% defects; CSAT ≥ 4.5”).
2. Map to behaviors. If speed and quality matter, weight Decision Quality and Planning. If orchestration across functions is real, add Influence and Collaboration. Keep the list short. Trade‑offs are the point.
3. Calibrate the anchors. Agree on “what a 5 looks like” with examples from your context. This prevents interview drift later.
4. Assess and compare. Use the same profile across candidates. Resist mid‑process tweaks unless you uncover a genuine oversight.
5. Close the loop. After hire, feed ramp, retention, and performance signals back into the profile. Small adjustments compound.

Why this helps HRBPs:

• Faster alignment: you shorten debates because you’re rating against shared anchors, not opinions.
• Better signal‑to‑noise: assessments and interviews are scored against the same yardstick.
• Defensibility: you can show a clean chain from business need → competency → evidence → decision.

Could weighting create false precision? It could—if you treat numbers as destiny. Treat them as a disciplined conversation. The Integration Report is your permission slip to keep everyone honest about the job we’re hiring for, not the last person who held the title.