When to use this scorecard
An interview scorecard template high volume hiring teams share keeps every interviewer judging the same things the same way. Use it when many people interview for the same role, when several locations hire at once, or when new hiring managers join the process. It replaces gut feel with written criteria, a fixed scale and notes someone else can read later.
If you are new to the format, start with what an interview scorecard is and how it fits into structured interviews for high-volume teams. Then copy the templates below.
Criteria: the core interview scorecard
This is the main template. List three to five criteria tied directly to the job. Ask the same questions of every candidate for the role.
Template 1: Structured interview scorecard
Role: [Job title] Location: [Site or branch] Candidate: [Candidate name] Interviewer: [Your name] Date: [Interview date] Criterion 1: [e.g. Reliability and attendance] Question asked: [Exact question from the interview guide] Rating (1-4): [ ] Evidence: [What the candidate said or did] Criterion 2: [e.g. Customer handling] Question asked: [Exact question] Rating (1-4): [ ] Evidence: [What the candidate said or did] Criterion 3: [e.g. Ability to learn the job quickly] Question asked: [Exact question] Rating (1-4): [ ] Evidence: [What the candidate said or did] Criterion 4: [e.g. Availability matches the shift pattern] Question asked: [Exact question] Rating (1-4): [ ] Evidence: [What the candidate said or did] Total score: [Sum of ratings] Recommendation: [Advance / Hold / Do not advance]
Fill in ratings right after the interview, before talking to other interviewers.
Rating scale: define every score
A number means nothing unless everyone agrees what it stands for. Write a short anchor for each score, per criterion. Keep this sheet next to the scorecard.
Template 2: Rating scale with anchors
Criterion: [Criterion name] 4 - Strong: [Gave a specific, recent example that clearly shows the skill, e.g. "Described handling an upset customer step by step and the outcome"] 3 - Meets: [Gave a relevant example with some detail] 2 - Partial: [Answer was general or hypothetical, little detail] 1 - Does not meet: [No relevant example, or answer did not address the question] Not assessed: [Use only if the question was not asked. Do not guess a score.]
Template 3: Short phone screen scorecard
Role: [Job title] Candidate: [Candidate name] Screener: [Your name] Knock-out checks (Yes / No): - [Available for required shifts] - [Can reach the work location] - [Holds required licence or certificate, if the role needs one] Quick ratings (1-4): - Communication: [ ] - Interest in the role: [ ] Notes: [One or two lines of evidence] Next step: [Book interview / Hold / Decline]
Notes and decision
Notes are what make a score defensible inside your team. Write what the candidate said, not how you felt. Then record one clear decision.
Template 4: Decision summary and debrief
Role: [Job title] Candidate: [Candidate name] Interviewers: [Names] Scores by interviewer: - [Interviewer A]: [Total] - [Interviewer B]: [Total] Strongest evidence: [Best example given, with criterion] Biggest concern: [Specific gap, with criterion] Where interviewers disagreed: [Criterion and reason] Final decision: [Hire / Do not hire / Hold for another role] Decided by: [Hiring manager name] Next action: [Send offer / Send update / Move to talent pool] Owner and due date: [Name, date]
How to customize these templates
- 1 Start from the job Pull criteria from the tasks the person will do every shift. Drop anything you cannot observe in an interview.
- 2 Write the questions once Lock the question for each criterion so every interviewer asks it the same way across every location.
- 3 Anchor the scale Write a Strong and a Does-not-meet example for each criterion. Most disagreement comes from vague middle scores.
- 4 Calibrate early Have two interviewers score the same first few candidates, then compare. Tighten anchors where scores drift apart.
- 5 Keep it short Fewer criteria means interviewers actually fill the scorecard in. Save extra questions for a later stage.
For related forms, emails and messages, browse the recruiting template library. To move scored candidates to the next step faster, set up interview scheduling and calendar rules.
What to avoid
- Scoring after the debrief. Group talk pulls scores toward the loudest voice.
- Criteria that are really personality labels, like "good vibe" or "culture fit", with no observable behavior behind them.
- Questions that have nothing to do with the job.
- Changing questions candidate by candidate. Scores stop being comparable.
- Blank evidence fields. A score without notes cannot be reviewed or explained.
- Letting a single strong trait override weak scores on must-have criteria.
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