Your recruiter’s favorite scorecard 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 interview scorecard 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.
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.
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.
List the essential skills and traits for the role, like technical skills, problem-solving abilities, communication, teamwork, and culture fit.
As you ask questions, use the scorecard to record your observations, scores, and any relevant notes about the candidate’s responses.
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.
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.
The interview questions you choose should test a person’s hard skills, soft skills, and their ability to learn and grow. Here are some examples of questions to ask.
Role-specific questions
Behavioral questions
Cultural fit questions
Growth and motivation questions
Problem-solving questions
A good hiring scorecard should feature clear, relevant criteria that focus on competencies and traits directly tied to the job, including technical skills, communication, adaptability, and cultural fit.
It’s essential to implement a structured scoring system in your interview evaluation sheet template with a consistent rating scale (e.g., 1-5 or 1-10) and well-defined score levels to minimize subjectivity. Assigning different weights to each criterion based on their importance to the role helps prioritize aspects like technical skills over communication when necessary.
Additionally, the scorecard should allow space for interviewers to jot down notes and specific examples to provide context for their scores. Lastly, it should be user-friendly for all interview panel members, with standardized language and criteria to ensure consistent evaluations across the board.
There are plenty of things to keep off of a scorecard, including:
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