I'll share a model that's worked for me in the past.
Don't go overboard with granularity: you need to fit this all in your head for a couple candidates at a time when you compare them.
My favorite thing to do is, between in-person interviews, be able to tee up the next interviewer with "I got mixed signals about communication style. Can you dig in?"
GitHub can give you VERY STRONG SIGNALS for some of these issues. It's great to be able to know up-front that somebody is comfortable working with teams they don't personally know well (typical in big open-source projects).
An aside: it's on you to allow folks with non-traditional backgrounds to succeed at this step. Write a better job req, or go email likely candidates. Diversity requires multiple ways in.
You already have all the data you need. Spend your time elsewhere. There is no extra credit.
You always have to do the work of interviewing well, and it's always specific to your company.