Interview Scorecard Template

Purpose

Provide a consistent evidence-based structure for evaluating candidates during the Hiring process.

Adapt role-specific criteria before the interview. Do not invent a universal numerical weighting system when the role does not require one.

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Candidate & Interview

Candidate:
Role:
Interview stage:
Interviewer(s):
Date:

Role Outcomes Being Assessed

List the most important outcomes/capabilities for this role before interviewing.

Evaluation Scale

Use a simple evidence scale unless a role-specific approved scorecard defines another scale:

• Strong evidence — clearly demonstrates the required capability.
• Adequate evidence — demonstrates enough capability for the expected level.
• Mixed / insufficient evidence — evidence is incomplete, inconsistent, or requires further assessment.
• Concern — evidence indicates a meaningful mismatch or risk.
• Not assessed — this interview did not evaluate the criterion.

Scorecard

Criterion	Evidence / examples	Assessment
Role-specific capability 1
Role-specific capability 2
Role-specific capability 3
Problem solving / judgment (if relevant)
Communication required for the role
Learning/adaptability (if relevant)

Practical / Technical Assessment

Assessment used:
What was evaluated:
Observed strengths:
Observed gaps/risks:

Evidence-Based Notes

Record relevant examples from the candidate's answers/work. Avoid notes about irrelevant protected/personal characteristics or subjective personality preferences unrelated to job performance.

Evidence:

Concerns / Items to Verify

Recommendation

Choose one:

• Strongly recommend proceeding
• Recommend proceeding
• Proceed only after specific follow-up/verification
• Do not recommend proceeding

Reasoning based on role criteria:

Required Follow-Up

• Additional interview
• Practical/technical assessment
• Portfolio/work verification
• Reference/background verification where applicable
• Compensation/availability clarification
• Other:

Interviewer

Name:
Completed date: