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Recruiting template

Interview Evaluation Form

An interview evaluation form records how a candidate performed against the criteria for a role, with a rating for each and an overall recommendation, so the hiring team can compare candidates fairly. Pick the version below, set your criteria and weights and copy it.

Interview Evaluation Form

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Note

In the EU and UK, interview notes and ratings can count as the candidate's personal data, which they may ask to see, and equality law in many countries applies to how you rate candidates. Check local rules; this is not legal advice.

Interview evaluation form with weighted scoring

When to use it: A role where some criteria matter more than others, and you want one overall score per interviewer.

INTERVIEW EVALUATION FORM Candidate: [Candidate name] Role: [Job title], [Company name] Interviewer: [Interviewer name] Date: [Interview date] Stage: [Interview stage] Rating scale 1 = No evidence 2 = Some evidence, with gaps 3 = Clear evidence, meets the standard for the role 4 = Strong evidence, above the standard Weighted score = rating x weight. Weights add up to 100%. 1. [Criterion 1] (weight [Weight of criterion 1]) Evidence (what the candidate said or did): ____________________________________________ Rating (1 to 4): ____ Weighted score: ____ 2. [Criterion 2] (weight [Weight of criterion 2]) Evidence: ____________________________________________ Rating (1 to 4): ____ Weighted score: ____ 3. [Criterion 3] (weight [Weight of criterion 3]) Evidence: ____________________________________________ Rating (1 to 4): ____ Weighted score: ____ 4. [Criterion 4] (weight [Weight of criterion 4]) Evidence: ____________________________________________ Rating (1 to 4): ____ Weighted score: ____ Total weighted score (out of 4): ____ Recommendation: [ ] Strong yes [ ] Yes [ ] No [ ] Strong no Main reason for the recommendation: ____________________________________________ Signed: [Interviewer name] Date: ____________

Interview rating sheet

When to use it: A quick one-page sheet for screening calls or short interviews, where the interviewer needs to rate and move on.

INTERVIEW RATING SHEET Candidate: [Candidate name] Role: [Job title] Interviewer: [Interviewer name] Date: [Interview date] Rate each criterion: 1 = No evidence, 2 = Some, 3 = Clear, 4 = Strong [Criterion 1] 1 2 3 4 [Criterion 2] 1 2 3 4 [Criterion 3] 1 2 3 4 [Criterion 4] 1 2 3 4 Practical requirements met: [ ] Yes [ ] No [ ] To check One piece of evidence that stood out: ____________________________________________ One concern to explore at the next stage: ____________________________________________ Decision: [ ] Progress [ ] Do not progress [ ] Discuss with the team

Candidate evaluation form

When to use it: At the end of the process, to pull every stage for one candidate onto a single page before the hiring decision.

CANDIDATE EVALUATION FORM Candidate: [Candidate name] Role: [Job title], [Company name] Completed by: [Interviewer name] Date: ____________ Stage results | Stage | Who assessed | Rating or result | Key evidence | | Application review | | | | | Screening call | | | | | [Work sample or task] | | | | | [Interview stage] | [Panel members] | | | | References | | | | Ratings by criterion (average across interviewers, 1 to 4) [Criterion 1]: ____ [Criterion 2]: ____ [Criterion 3]: ____ [Criterion 4]: ____ Strengths, with evidence: ____________________________________________ Gaps or risks, with evidence: ____________________________________________ Has the candidate met every must-have requirement? [ ] Yes [ ] No If no, which one: ______________________________ Final recommendation: [ ] Make an offer [ ] Do not hire [ ] Hold Approved by: ______________________ Date: ____________

Technical interview evaluation form

When to use it: A technical round where the candidate works through a coding task, a case or a problem, and you need to rate how they worked as well as the answer they reached.

TECHNICAL INTERVIEW EVALUATION FORM Candidate: [Candidate name] Role: [Job title], [Company name] Interviewer: [Interviewer name] Date: [Interview date] Task or problem: [Work sample or task] Rating scale: 1 = No evidence, 2 = Some evidence, 3 = Clear evidence, 4 = Strong evidence 1. Problem-solving approach How did the candidate break the problem down, and what did they ask before starting? Evidence: ____________________________________ Rating (1 to 4): ____ 2. Correctness Did the solution work? Which cases did they test or miss? Evidence: ____________________________________ Rating (1 to 4): ____ 3. Communication Could you follow their reasoning as they worked? How did they respond to hints or questions? Evidence: ____________________________________ Rating (1 to 4): ____ 4. Trade-offs Did they explain the choices they made and what they would change with more time? Evidence: ____________________________________ Rating (1 to 4): ____ How far did the candidate get? [ ] Finished [ ] Mostly finished [ ] Partly finished [ ] Did not get started Recommendation: [ ] Strong yes [ ] Yes [ ] No [ ] Strong no Main reason for the recommendation: ____________________________________________ Signed: [Interviewer name] Date: ____________

Interview assessment form for campus and walk-in drives

When to use it: Campus placements or walk-in drives, where many candidates go through several short rounds on the same day and each round needs its own result.

INTERVIEW ASSESSMENT FORM Drive: [Campus or walk-in drive] Role: [Job title], [Company name] Candidate name: [Candidate name] Candidate or roll number: ______________ College or qualification: ______________ Round 1: Written test or [Work sample or task] Result: ______________ Assessed by: ______________ [ ] Cleared [ ] Not cleared Round 2: Technical or functional interview Interviewer: [Interviewer name] [Criterion 1]: 1 2 3 4 [Criterion 2]: 1 2 3 4 Notes: ______________________________________ [ ] Cleared [ ] Not cleared Round 3: HR interview Interviewer: ______________ [Criterion 3]: 1 2 3 4 [Criterion 4]: 1 2 3 4 Expected date of joining: ______________ Relocation possible: [ ] Yes [ ] No Notes: ______________________________________ Final result: [ ] Selected [ ] Not selected [ ] Waitlisted Signed: ______________________ Date: [Interview date]

How to use this template

  • 1Agree the criteria with the hiring manager before the first interview, using the job description. Three to five criteria are easier to rate well than ten.
  • 2If some criteria matter more than others, give each a weight so the weights add up to 100%, and use the weighted version.
  • 3Write a short description of what a 2 and a 4 look like for each criterion, so interviewers rate to the same standard.
  • 4Have each interviewer fill in their form straight after the interview and submit it before the debrief.
  • 5Use the candidate evaluation form to bring every stage together and make the decision on the evidence written down.

Mistakes to avoid

  • Weights that do not add up to 100%, so the total is no longer on the same scale as the ratings and cannot be compared across candidates.
  • Using the one-page rating sheet for a final-stage decision. It is meant for screening calls; use the weighted form or the candidate evaluation form when the decision is an offer.
  • Completing the candidate evaluation form before the references or the work sample result are back, so the final recommendation rests on half the evidence.
  • Campus or walk-in forms with a round result left blank, or with no name next to "Assessed by", so nobody can tell later who cleared the candidate or why.
  • Rating a technical round only on whether the final answer was right, without rating how the candidate approached the problem and explained their choices.

Questions

What is an interview evaluation form?

A form each interviewer fills in after an interview, rating the candidate against the criteria for the role, with evidence for each rating and an overall recommendation. It is also called an interview evaluation sheet, rating sheet or assessment form.

What is the difference between an interview evaluation form and a candidate evaluation form?

An interview evaluation form covers one interview by one interviewer. A candidate evaluation form brings together every stage for one candidate, such as the screen, the work sample, the interviews and references, before the final decision.

What rating scale should an interview rating sheet use?

A short scale with each point described, such as 1 to 4 or 1 to 5. An even-numbered scale has no middle point, which pushes interviewers to decide whether the evidence meets the standard.

How do I score an interview evaluation form with weights?

Multiply each rating by its weight, then add the results. With weights that add up to 100%, the total is on the same scale as the ratings, so a 4-point scale gives a total out of 4.

Can candidates see their interview evaluation?

In some places, yes. Under the EU and UK GDPR, interview notes and ratings can be personal data the candidate can ask to see. Write every form as if the candidate will read it, and check the rules where you hire.

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