Interview scorecard template
An interview scorecard is a one-page form where each interviewer rates a candidate against the same job-related criteria on a 1 to 5 scale, with evidence notes. Copy the template below, fill in 4 to 6 competencies from the job description, and score right after each interview.
At a glance
- Criteria come from the job description's must-haves.
- Score before discussing with other interviewers.
- Write evidence (what they said or did), not impressions.
- Never record protected characteristics or family circumstances.
The scorecard
INTERVIEW SCORECARD
Role: [JOB TITLE] Req ID: [ID]
Candidate ID: [ID] Interview date: [DATE]
Interviewer: [NAME] Round: [Phone screen / Technical / Team / Final]
SCALE: 1 = Does not meet | 2 = Partly meets | 3 = Meets | 4 = Strong | 5 = Exceptional
Score only what you observed in this interview.
| # | Competency | Weight | Score (1-5) | Evidence (quote or example) |
|---|------------|--------|-------------|------------------------------|
| 1 | [COMPETENCY 1, e.g. Technical skill: [AREA]] | [x3] | [ ] | [ ] |
| 2 | [COMPETENCY 2, e.g. Problem solving] | [x2] | [ ] | [ ] |
| 3 | [COMPETENCY 3, e.g. Communication] | [x2] | [ ] | [ ] |
| 4 | [COMPETENCY 4, e.g. Ownership] | [x1] | [ ] | [ ] |
| 5 | [COMPETENCY 5, e.g. Collaboration] | [x1] | [ ] | [ ] |
WEIGHTED TOTAL = sum(score x weight) / sum(weights) = [ ] out of 5
RED FLAGS (job-related only): [ ]
QUESTIONS I STILL HAVE: [ ]
RECOMMENDATION: [ ] Strong yes [ ] Yes [ ] No [ ] Strong no
Reason in one sentence, tied to competencies: [ ]
Do not write: age, race, religion, sex, national origin, disability, pregnancy, family or marital status, or anything unrelated to the job.Worked example (illustrative only)
Example: weights 3, 2, 2, 1, 1 (total 9). Scores 4, 3, 5, 3, 4. Weighted sum = 4x3 + 3x2 + 5x2 + 3x1 + 4x1 = 12 + 6 + 10 + 3 + 4 = 35. Weighted average = 35 / 9 = 3.9. The number is a conversation aid; a "1" on a must-have can outweigh a high average.
How to use it
- Choose 4 to 6 competencies, drawn from the job description.
- Set weights before interviewing; do not change them after seeing candidates.
- Write a 1, 3 and 5 anchor for each competency (see the structured interview guide).
- Each interviewer completes their own form within an hour.
- In the debrief, read evidence aloud, discuss gaps of 2 or more points.
- Keep forms with your hiring records.
In LiveRec you can record a rating and notes after each interview and see feedback by interviewer; it is private to your company (how it works).
Customization notes
| Need | Change |
|---|---|
| High-volume hiring | Reduce to 3 competencies; use a simple pass/fail per anchor. |
| Leadership role | Add "Develops others" and "Decision quality". |
| Technical role | Attach the work-sample rubric as competency 1. |
| Panel interviews | Assign each competency to one interviewer so questions are not repeated. |
| Candidates with accommodations | Score on the competency, not on format differences. |
Common mistakes
- Giving everyone a 3 to avoid conflict. Use anchors.
- Halo effect: one strong answer inflating all scores.
- Scoring "likeability". Replace with a defined behaviour such as "Collaboration".
- Keeping notes in personal documents, which makes retention and access harder.
FAQ
Can a scorecard be requested in a legal dispute? Interview notes can be evidence. Write only job-related, factual comments.
How long do I keep it? Retention rules apply to hiring records; confirm federal and state periods with counsel.
Should hiring managers see others' scores first? No; independent scoring first, then discuss.
What if scores and gut disagree? Re-read your evidence notes. If the gut feeling cannot be tied to a competency, treat it with caution.
Next step
Pair it with the interview question bank and the structured interview guide.
Related guides
Sources
- EEOC, Prohibited Employment Policies/Practices: https://www.eeoc.gov/prohibited-employment-policies-practices
- Uniform Guidelines on Employee Selection Procedures, 29 CFR Part 1607: https://www.ecfr.gov/current/title-29/subtitle-B/chapter-XIV/part-1607
- Hiring-record retention: 29 CFR 1602.14 (https://www.law.cornell.edu/cfr/text/29/1602.14, checked 2026-10-30);
This is general information, not legal, tax or immigration advice. Rules change and your situation may differ. Consult a licensed attorney or qualified adviser.