Job applicant interviews template

When you’re interviewing tons of candidates, it can get a little tricky to keep up with their information if you don’t have the right tools. It’s important to keep their information straight so you can make the best choice.

Unlock your hiring potential with our job applicant interviews template! Say goodbye to guesswork and hello to data-driven decisions. This tool helps you evaluate candidates consistently, ensuring you find the perfect fit for your team. With clearly defined criteria and a streamlined scoring system, you’ll make informed choices that lead to hiring success. Transform your interview process into a powerful tool for building your dream team.

What is an interview scorecard?

An interview scorecard is a structured tool used during the hiring process to evaluate and compare candidates. They typically contain specific criteria that each person can be measured against so everything remains fair and consistent across the board. This helps interviewers take down their observations, scores, and feedback in a standardized way, making it easier to assess their future teammates through the same lens.

Benefits of using an interview scorecard template

• Better hiring collaboration: According to a Mural report, 51% of people don’t think they’re collaborating the right way, which can hurt a hiring process. Our interview scorecard template helps align your hiring team so you can work better together when finding the best candidates.

• Clear comparisons: By laying out scores and comments side by side, teams can easily identify the strongest candidates.

• Team alignment: You’ll communicate better with your fellow interviewers, so you’re all on the same page. 

• Constructive criticism: The space for notes allows interviewers to provide constructive feedback for the candidates who need it, which will help them in future interview experiences.

How to use Mural’s interview scorecard template

Step 1: Build out your template

Design your scorecard to align with your hiring requirements, making sure to create criteria to reflect the specific skills, competencies, and attributes needed for the position. Decide on a consistent scoring system (e.g., 1-5 or 1-10) and clearly define what each score represents to minimize subjectivity.

Step 2: Define your ideal candidate

List the essential skills and traits for the role, like technical skills, problem-solving abilities, communication, teamwork, and culture fit.

Step 3: Start interviewing

As you ask questions, use the scorecard to record your observations, scores, and any relevant notes about the candidate’s responses.

Step 4: Score your candidate

After the interview, assign scores based on your observations and the candidate’s performance.  Use the notes section to add comments, examples, or explanations that support the scores you assigned.

Step 5: Compare your scorecard with your hiring team

Review the completed interview scorecard template to pinpoint areas where candidates excelled or fell short. If you all agree on a candidate, extend an offer! If not, continue interviewing until you find someone you all love.

Start building out your interview scoring sheet template.

What you should include on your interview scorecard

• Space for notes: The scorecard provides sections for interviewers to jot down observations, examples, and any pertinent comments, adding context to the scores given.

• Weighted categories: Some scorecards assign different weights to each criterion, emphasizing the most critical skills or traits needed for the role.

• Sticky notes to collaborate: By standardizing the evaluation process, scorecards facilitate discussions among interviewers, helping teams make more informed hiring decisions.