Interview scorecard template, free to copy
A free interview scorecard to copy into a document or spreadsheet: rate every candidate on the same criteria with a 1 to 4 scale, record evidence and make a clear recommendation.
Interview scorecard template
INTERVIEW SCORECARD Role: [Job title] Candidate: [Name] Interviewer: [Name] Date: [Date] RATING SCALE (use for every criterion) 4 = Strong: specific example, all key behaviours, clear result 3 = Good: specific example, most key behaviours 2 = Partial: general description, some key behaviours missing 1 = Weak: no relevant example, or behaviours that would cause problems CRITERIA 1. [Skill, e.g. Handling difficult customers] Question: [Your structured question] Score (1 to 4): ___ Evidence (what the candidate said): ________________________________ 2. [Skill, e.g. Accuracy with details] Question: [Your structured question] Score (1 to 4): ___ Evidence: ________________________________ 3. [Skill, e.g. Working within policy] Question: [Your structured question] Score (1 to 4): ___ Evidence: ________________________________ 4. [Skill] Question: [Your structured question] Score (1 to 4): ___ Evidence: ________________________________ SKILLS TEST RESULTS (if used) Test and score: ________________________________ Discussed in interview: [Yes / No] Notes: ________________________________ OVERALL RECOMMENDATION [ ] Strong yes [ ] Yes [ ] No [ ] Strong no Main reason, based on the evidence above: ________________________________ SIGN-OFF Interviewer signature: ____________ Date: ________ Scores entered before discussing with other interviewers: [Yes / No]
The short answer
An interview scorecard is a form each interviewer completes for every candidate: the same criteria, a rating scale with clear anchors, a line of evidence for each score and an overall recommendation. This interview scorecard template uses a 1 to 4 scale and leaves space for skills test results, so you can compare candidates on evidence rather than impressions.
How to use the scorecard
Before interviews start, replace the bracketed placeholders: the role, three to five criteria taken from the job's critical skills, and the structured question you will ask for each. Use the same scorecard for every candidate for that role.
During the interview, score each answer straight after the candidate gives it and write one line of evidence: what they said that justifies the score. At the end, choose an overall recommendation and give the main reason, based on the evidence above. Our guide to structured interviews explains how to write the questions, with a worked example.
Writing behavioural anchors
The rating scale only works if everyone reads it the same way. Behavioural anchors describe what a 1, 2, 3 and 4 answer actually sounds like for each criterion, in terms of things the candidate says or did. For a criterion like "Handling difficult customers", a 4 might be "a specific example where they listened, checked facts, resolved or escalated and followed up", and a 1 might be "no example, or blames the customer".
Write anchors before the first interview, keep them short and focus on behaviour, not personality. "Confident" is an impression; "gave a specific example with a clear outcome" is evidence. The generic interview rating scale in the template is a starting point; tailor it for each criterion.
Scoring as a panel
When more than one person interviews, each fills in their own scorecard independently, before any discussion. Then compare: where scores differ by more than one point, talk through the evidence each person wrote down and agree a score. This stops the most senior or most confident voice deciding for everyone.
After the first two or three candidates, check that everyone is using the scale consistently. If one person scores everyone a point higher, agree what a 3 means and adjust. Keep the completed scorecards together as the record of the decision; they double as an interview feedback form if a candidate asks why they were not selected.
Combining scorecards with test results
A candidate scorecard is strongest when it sits alongside other evidence. Record skills test results in the space provided, and use the interview to explore them, for example by asking the candidate to talk through one of their test answers. The skills assessment tests library and role bundles give you comparable results to bring into the interview.
When you decide, look at the whole picture: test results, interview scores and any work sample. Avoid letting one strong interview answer outweigh weak evidence elsewhere, or a test score alone decide without the interview.
Mistakes to avoid
- Scoring at the end. Memory favours the last and the most memorable answers; score as you go.
- Leaving evidence blank. A score without evidence cannot be discussed or defended.
- Using different criteria for different candidates. Keep the scorecard fixed for the round.
- Rating personality. Score what candidates said and did, not whether you would enjoy working with them.
- Discussing before scoring. Score independently first, then compare.
For the wider process, from job definition to offer, see the hiring process for small businesses, and for ready-made questions by role, see the interview question templates.
Bring skills evidence into every interview
Send a short skills test first and record the results on your scorecard. Free for five candidates a month.
Frequently asked questions
What is an interview scorecard?+
It is a form an interviewer completes for each candidate, rating them on the same job-related criteria with a defined scale and recording the evidence behind each score. It makes candidates easier to compare and decisions easier to explain.
What rating scale should an interview scorecard use?+
A four-point scale works well because it has no neutral middle, so interviewers must decide whether an answer is closer to good or weak. Whatever scale you use, describe what each point means for each criterion.
Is an interview evaluation form the same as a scorecard?+
They are often used interchangeably. A good interview evaluation form, like this scorecard, uses fixed criteria, a rating scale with anchors and space for evidence, rather than free-text impressions alone.
How many criteria should a scorecard have?+
Three to five is usually enough for a small-business role: the skills that separate good from poor performance. More criteria make scoring slower and add little evidence.
Can I use this scorecard in a spreadsheet?+
Yes. Copy the template into a document for each interview, or set up a spreadsheet with one row per candidate and one column per criterion, plus columns for evidence and the overall recommendation.
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