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FREE TOOL · HIRING

Interview scorecard template: score candidates fairly

Agree the criteria before the interviews, then each interviewer scores 1 to 4 with evidence and makes a recommendation on their own. The summary shows the average for each criterion and flags where interviewers disagree, so the debrief is about evidence, not the loudest voice.

Criteria (agree these before the first interview)

Role skillsShows they can do the core work, with a real example.
Problem solvingBreaks a messy problem down and explains their thinking.
CommunicationClear, concise, listens and checks understanding.
Working with othersGives examples of helping others and handling disagreement.
OwnershipTalks about results they drove, including mistakes and what they learned.

Summary

CriterionAverage (1–4)Scores
Role skills—0
Problem solving—0
Communication—0
Working with others—0
Ownership—0
No scores yetEach interviewer adds their own recommendation before the debrief.

THE GUIDE

Interview scorecards: hire on evidence, not gut feel

An interview scorecard lists the few things a person needs to succeed in the role, and asks every interviewer to score each one with evidence. It makes interviews fairer and debriefs much faster.

How to use it

  • Agree four to six criteria before the first interview, with what good looks like for each.
  • Give each interviewer one or two criteria to focus on.
  • Score straight after the interview, on your own, before talking to anyone.
  • Write evidence: what the candidate said or did, not adjectives.
  • In the debrief, start with the criteria where scores differ most.

The 1 to 4 scale

  • 1 Weak: clear evidence they cannot do this yet.
  • 2 Mixed: some evidence, with real gaps.
  • 3 Good: solid evidence they can do this.
  • 4 Strong: they would raise the bar for the team.

Frequently asked questions

Without a middle score, interviewers have to decide whether the evidence leans positive or negative.

One-minute lessons on this

TOPIC 38

Why the loudest voice in the meeting usually wins

TOPIC 26

How comparing people quietly turns a team against itself

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