There is a fuller version of this template. See the complete, printable interview evaluation template with overview, when-to-use, key elements and best practices.
Why a structured form
Independent, criteria-based scoring reduces recency and likeability bias and makes candidates genuinely comparable. Decide the criteria from the role requirements before interviewing.
Informational only — not legal advice. Employment and HR rules vary by country, region and industry. Treat this as a starting point, review official sources, and have qualified HR or legal professionals review anything before use.
Form
Candidate: [name] Role: [role]
Interviewer: [name] Date: [date]
Rate each area 1–4 (1 = weak, 4 = strong). Add a one-line rationale.
Criteria
[ ] [Capability 1] Score: __ Notes: __________
[ ] [Capability 2] Score: __ Notes: __________
[ ] [Capability 3] Score: __ Notes: __________
[ ] Role-specific task Score: __ Notes: __________
Overall recommendation:
[ ] Strong yes [ ] Yes [ ] No [ ] Strong no
Key evidence for the recommendation:
________________________________________________
Using it well
- Define the criteria from the job description before interviews.
- Score independently before any group discussion to avoid anchoring.
- Require a one-line rationale, not just a number.
- Use the same form for every candidate for that role.
For a lighter, on-screen version see the interview scorecard, and design the questions with the interview questions guide.