Interview Scorecard Form Template
Streamline Your Hiring Process with an Effective Interview Assessment Tool
As an interviewer, it's crucial to fairly assess candidates, yet subjective judgments can cloud your decision-making. This Interview Scorecard Form Template helps you systematically evaluate each candidate's performance, ensuring an objective and consistent hiring process. You'll benefit from clearly defined criteria, easy comparison between candidates, and a structured approach to feedback, enabling you to make informed hiring decisions with confidence. Experience less confusion and greater clarity during interviews-try our live template now!
When to use this form
Use this template when you need consistent, fair ratings across interview loops. It helps hiring managers, recruiters, and panelists compare candidates side by side, even when interviews happen days apart. Use it for onsite panels, structured phone screens, or remote sessions. Coordinate who meets whom and when with the Interview schedule form, and keep question sets aligned with the Candidate interview form. The result: clearer signals, faster debriefs, and documented decisions you can stand behind. It is also useful when you are hiring at volume or training new interviewers, because each score and note maps to defined criteria.
Must Ask Interview Scorecard Questions
- Rate the candidate's role-specific skills (1-5) and explain your rating
Numbers plus reasoning make comparisons fair and traceable. A shared scale, as in the Scoring sheet form, reduces bias and speeds hiring debriefs.
- Describe a recent, relevant accomplishment and the candidate's specific contribution
This reveals scope, impact, and how they work with others. It also checks for ownership versus team credit.
- How does the candidate approach ambiguous problems? Summarize their steps
Structured thinking predicts performance in messy, real work. Look for how they frame, test, and decide under constraints.
- Assess communication: could they explain a complex idea to a non-expert?
Clear, audience-aware communication prevents rework and speeds collaboration. Note clarity, brevity, and how they verified understanding.
- Would you hire this person for this role now? Choose yes, no, or hold and justify
A forced recommendation keeps the bar clear and avoids hedging. The rationale helps the panel resolve disagreements and document risk.
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