Recruiting template
Interview Scorecard Template
An interview scorecard lists the criteria a role needs and a rating scale that every interviewer uses for every candidate, so the hiring decision rests on the same evidence. Pick the version below, add your criteria and weights, and copy it into your interview pack.
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Weighted interview scorecard
When to use it: One interviewer scoring one candidate, where some criteria matter more to the role than others.
Interview scoring rubric
When to use it: Before interviews start, to agree what each rating means for each criterion so a 3 means the same to every interviewer.
Panel interview score sheet
When to use it: A panel or several interviewers, where each person’s ratings are brought together at the debrief.
Candidate comparison scorecard
When to use it: The end of a stage, to compare the shortlist side by side on the same criteria before deciding who moves forward.
Role scorecard (before you interview)
When to use it: Before the role is advertised, to agree with the hiring manager what the job is for and what a good hire will achieve, so the interview criteria follow from it.
How to use this template
- 1Start with the role scorecard: agree with the hiring manager what the person must achieve, then choose the criteria and weights from that.
- 2Keep the list short. A handful of criteria that decide success in the role is easier to rate well than a long list.
- 3Write the rubric before the first interview, so every interviewer knows what a 1, 2, 3 or 4 looks like for each criterion.
- 4Ask each interviewer to complete their scorecard straight after the interview, with the evidence for each rating, before they talk to anyone else about the candidate.
- 5Bring the ratings together on the panel score sheet, then use the comparison version to look at the shortlist side by side.
Mistakes to avoid
- Rating "culture fit" or "gut feel", which lets each interviewer rate something different. Name the behaviour the role needs instead.
- Adding or changing criteria after interviews have started, so earlier candidates were never assessed on them.
- Completing the scorecard at the end of the day or after the debrief, from memory or after hearing other views.
- Ratings with no evidence written next to them, which leaves nothing to discuss when interviewers disagree.
- Letting the total decide on its own when a candidate has not met a must-have.
Questions
What is an interview scorecard?
A form that lists the criteria for a role and a rating scale. Each interviewer rates the candidate against each criterion and writes down the evidence behind the rating, so every candidate is judged on the same things.
What is the difference between an interview scorecard and a scoring rubric?
The scorecard is the form interviewers fill in. The rubric describes what each rating means for each criterion. Many teams print the rubric on the back of the scorecard.
What rating scale should an interview scorecard use?
A short scale with a written description for every point. A four-point scale has no middle option, so each interviewer has to decide whether the evidence was there. The versions above use 1 to 4.
How do I weight the criteria on an interview score sheet?
Give more weight to the criteria that matter most for success in the role, with the weights adding up to 100%. Multiply each rating by its weight and add the results to get a total out of 4.
What is a hiring scorecard or candidate scorecard?
The terms are used loosely. Some teams mean the scorecard for a single interview; others mean a summary comparing everyone on the shortlist, like the comparison version above, or a role scorecard written before hiring starts.
Should interviewers see each other’s scores before submitting their own?
No. Ask each interviewer to submit their scorecard before the debrief, so their ratings reflect their own interview and are not shaped by whoever speaks first.
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