Interview scorecard

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[AGENCY NAME] · [website] · [phone] · [email] Interview scorecard

Interview scorecard

Role / Job ID [job title] / [JOB-000]

Candidate ref. [CAND-0000]

Interviewer(s) [name, job title]

Stage and format [Screening / 1st / 2nd / final] · [video / on-site / phone]

Date [dd Month yyyy]

Rating scale

Score Meaning

5 Exceptional — clear, repeated evidence above what the role needs

4 Strong — clear evidence at the level the role needs

3 Acceptable — some evidence; minor gaps that training can close

2 Weak — little evidence; significant gaps

1 No evidence — or evidence against

Competencies

Ask every candidate the same core questions. Write down what the candidate said and did — evidence, not impressions.

Competency (weight) What good looks like Question asked Evidence noted Score 1–5

[Role skill 1] ([25]%) [Observable behaviour or result] [Question]

[Role skill 2] ([20]%) [Observable behaviour or result] [Question]

Problem solving ([15]%) Breaks a problem down, weighs options, explains the choice “Tell me about a problem you solved where the first idea did not work.”

Communication ([15]%) Clear, concise, adapts to the listener [Observed throughout the interview]

Collaboration ([15]%) Gives credit, handles disagreement, delivers with others “Describe a time you disagreed with a colleague. What happened?”

Motivation for this role ([10]%) Specific reasons that match what the role offers “Why this role, and why now?”

Weighted score = sum of (score × weight). Maximum 5.0. Result: [0.0] / 5.0

Summary

Main strengths [1–3 points with evidence]

Concerns / gaps [1–3 points; can they be closed?]

Questions for the next stage [What to test next]

Recommendation

☐ Strong yes ☐ Yes ☐ No ☐ Strong no

Interviewer signature: ______________________ Date: [dd Month yyyy]

Fair interview reminders (delete before sharing) • Score each interview on your own before discussing it with other interviewers. • Do not ask about age, family plans, pregnancy, marital status, religion, health, disability, sexual orientation, ethnicity or other protected characteristics. Rules differ by country — follow the law where the job is based. • Keep scorecards with the recruitment file only as long as your retention policy allows.