Interview scorecard template
The one-page candidate evaluation form we recommend: attributes down the side, an evidence-based 1–4 scale, and a written-evidence rule that keeps vibes out of your hiring. Copy it, adapt the attributes, done.
| Attribute & questions asked | Score 1–4 | Evidence (what they said/did) |
|---|---|---|
Attribute 1 (e.g. Judgment) Q: decision with incomplete information · Q: trade-off walkthrough | ① ② ③ ④ | one line of evidence, verbatim where possible… |
Attribute 2 (e.g. Core skill) Q: proudest relevant work · Q: closest experience to core duty | ① ② ③ ④ | one line of evidence, verbatim where possible… |
Attribute 3 (e.g. Collaboration) Q: difficult colleague · Q: disagreement resolution | ① ② ③ ④ | one line of evidence, verbatim where possible… |
Attribute 4 (e.g. Self-awareness) Q: biggest mistake + what changed · Q: what manager won't miss | ① ② ③ ④ | one line of evidence, verbatim where possible… |
| Red flags / concerns | specific, behavioural, checkable… | |
| Recommendation | Strong hire · Hire · No hire · Strong no-hire — with one sentence of reasoning | |
Print-friendly: this page prints cleanly to one sheet (Ctrl/Cmd+P), or rebuild it in your ATS/doc tool.
The scale (this is the important part)
1 — Evidence against. The candidate demonstrated the opposite of the attribute. 2 — Insufficient evidence. You couldn't gather real signal — an interviewing gap, not necessarily a candidate one. 3 — Clear evidence. Specific, credible demonstration. 4 — Exceptional evidence. Among the best you've seen for this attribute.
Two rules make it work: no score without written evidence, and score alone, before any discussion — group talk anchors ratings. See how to evaluate candidates for the debrief protocol.
FAQ
What is an interview scorecard?
A one-page form each interviewer completes independently after an interview: the attributes being assessed, a 1–4 rating per attribute, and — crucially — one line of evidence per rating. Scorecards turn hiring debriefs from opinion-trading into evidence comparison, and they're the single highest-leverage upgrade to most interview processes.
What scale should an interview scorecard use?
A 4-point evidence scale beats 1–10 scoring: 1 = evidence against the attribute, 2 = insufficient evidence, 3 = clear evidence, 4 = exceptional evidence. The even number of options removes the lazy midpoint, and defining points by EVIDENCE (not impression) forces interviewers to justify every rating.
Should every interviewer use the same scorecard?
Same template, different assigned attributes. Divide the territory across the panel — one interviewer scores judgment and strategy, another skills and execution, another collaboration — so the panel covers everything without repeating questions.
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