Candidate Evaluation Form Template
Streamline Your Interview Process with This Effective Template
Struggling to evaluate candidates consistently during your interview process? This Candidate Evaluation Form Template helps HR professionals and hiring managers clearly assess qualifications and make informed hiring decisions. You'll gain a comprehensive view of each applicant's strengths and weaknesses, improve communication among the interview team, and speed up your decision-making process-all while ensuring a fair and unbiased evaluation. Give this live template a try for a smoother candidate assessment experience.
When to use this form
Use this form right after each stage of your hiring loop to capture clear, comparable feedback. Recruiters, hiring managers, and panelists can rate role skills, behaviors, and culture add without relying on memory. During early screens, pair it with the Phone screening form to record red flags and must-haves. For onsite or video interviews, the Candidate interview form helps you plan questions, while this evaluation keeps scores consistent across interviewers. After the loop, roll up results with the Interview evaluation form to align on a hire/no-hire decision and document rationale. The result: faster debriefs, less bias, and a clean trail you can share with leaders or revisit if the role reopens.
Must Ask Candidate Evaluation Questions
- What concrete examples did the candidate give that match the top 3 requirements for this role?
Evidence-based notes tie feedback to the job, not gut feel. This makes side-by-side comparisons fair and fast.
- How did the candidate solve a difficult problem, step by step, and what trade-offs did they make?
This reveals judgment, prioritization, and how they handle constraints. You see how they balance speed, quality, and risk.
- How does the candidate explain complex ideas to non-experts, and what was the outcome?
Clear communication cuts misalignment and rework across teams. Impact shows they can influence, not just inform.
- Where will this person raise the bar for the team, and where will they need coaching in the first 90 days?
This sets realistic onboarding and growth plans. It helps you leverage strengths while covering gaps early.
- Based on the evidence above, what is your hire decision and confidence level (1-5), and why?
A firm, justified call speeds debriefs and creates an audit trail. You can standardize ratings with the Interview scorecard form to keep decisions consistent across interviewers.
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