Interview Scorecard Template
A structured interview scorecard template with weighted competencies and a 1-4 rating scale so interviewers evaluate candidates consistently and reduce hiring bias.
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What you get
- A weighted competency scorecard with a clear 1-4 rating scale
- Evidence prompts so ratings are backed by examples, not gut feel
- A hire / no-hire recommendation with rationale
- A consistent format every interviewer on the panel can reuse
Template preview
The structure, not the finished file. The PDF and CSV carry the complete version.
Interview details
- Candidate name
- Role
- Interviewer
- Interview stage— screen / panel / final
Rating scale — 1: Does not meet bar · 2: Partially meets · 3: Meets bar · 4: Exceeds bar. Score every competency with a supporting example.
Competency ratings
| Competency | Weight % | Rating (1-4) | Evidence / example |
|---|---|---|---|
| Role-specific skills | |||
| Problem-solving | |||
| Communication | |||
| Collaboration |
Strengths & concerns
Summarise the standout evidence for and against advancing this candidate.
- Biggest strengths
- Concerns / risks
- Areas to probe in next round
The preview stops here; the template continues in the download.
How to use this template
- Define competencies up front. Agree the 4-6 competencies and their weights with the hiring manager before interviews start.
- Score independently. Each interviewer completes their own scorecard right after the interview, before talking to others.
- Cite evidence. Require a specific example for every rating so the debrief is grounded in what the candidate actually said.
- Debrief with the numbers. Compare scorecards in the debrief and discuss gaps before reaching a panel decision.
Frequently asked questions
Why use an interview scorecard?
Scorecards force interviewers to evaluate the same competencies against the same scale. That consistency reduces bias, makes debriefs evidence-based, and produces a defensible, comparable record for every candidate.
What rating scale should I use?
A 1-4 scale works well because it removes the neutral middle option and pushes interviewers to take a position. Pair each rating with a required example so scores are anchored to evidence.
Should interviewers share scores before the debrief?
No. Each interviewer should score independently first. Sharing scores early causes anchoring, where later opinions converge on the loudest or most senior voice instead of the evidence.