Interview Evaluation Form Template
Streamline Your Interview Process with an Effective Evaluation Template
Are you struggling to assess candidates effectively during interviews? This Interview Evaluation Form Template helps hiring managers like you streamline feedback collection and make informed hiring decisions. With a clear structure for rating performance, capturing comments, and organizing evaluations, this template supports consistent assessments, enhances collaboration among interviewers, and saves time in the review process, all while ensuring WCAG-aligned accessibility. You can easily customize the form to fit your specific needs.
When to use this form
Use this form right after each interview to capture consistent ratings, examples, and concerns while details are fresh. It is ideal when multiple interviewers assess the same candidate in a panel day, during campus recruiting, or across several rounds. Recruiters, hiring managers, and panelists can align on criteria and reduce bias. To streamline prep and notes, pair it with the Candidate interview form, then roll scores into the Interview scorecard form for side-by-side comparisons. For distributed teams or video calls, mirror the flow used in the Remote job interview form. The result: faster debriefs, clearer hiring decisions, and a defensible record you can share with stakeholders.
Must Ask Interview Evaluation Questions
- Which core competencies did the candidate demonstrate for this role, and where did you see them?
This grounds your feedback in job criteria and real examples, not impressions. It makes comparisons fair and speeds up calibration across interviewers.
- How effectively did the candidate solve a problem during the interview, and what steps did they take?
This reveals thinking, structure, and trade-offs, not just the final answer. Your notes on process help predict on-the-job performance.
- How clearly did the candidate explain complex ideas to non-experts?
Communication clarity matters for cross-functional work and stakeholder trust. Calling out audience fit reduces misreads in debriefs.
- What indicators show alignment with our team values and work style?
Behavioral evidence beats gut feel and improves collaboration outcomes. Tie your notes to shared criteria using the Interview assessment form to keep ratings consistent.
- Do you recommend moving this candidate forward, and what evidence supports your decision?
A clear yes/no with proof cuts indecision and keeps hiring moving. Evidence-based summaries make final reviews faster and more defensible.
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