Interview Scorecard

When to use this

Use a structured scorecard whenever more than one person interviews, or whenever you want fair, comparable evaluations. Set categories from the role’s requirements before interviewing, score independently, and discuss after.

• Panel or multi-stage interviews that need comparable scoring.
• Reducing recency and likeability bias with a fixed rubric.
• A printable record to support a documented decision.

Calculator

Works entirely in your browser — nothing is sent, saved or tracked. Results update as you type.

Candidate

Role

Communication–12345

Technical skills–12345

Culture fit–12345

Problem solving–12345

Experience–12345

Total (1 = weak · 5 = strong)—  ·  avg —

RecommendationSelect…Strong yesYesNoStrong no

Notes / key evidence

Print scorecardReset

No data leaves your browser. Print produces a clean copy without site navigation.

How it works

Each category is rated 1 (weak) to 5 (strong). The tool shows the running total out of the maximum and the average across categories. Scores are deliberately simple — the rubric and the written rationale matter more than a precise number. Score before group discussion to avoid anchoring.

Structured interviewing in brief

Structured scorecards make hiring fairer and faster because every candidate is assessed on the same criteria with a defined scale. Pair this tool with the interview questions guide to design the questions, the job description guide to set the criteria, and the printable interview evaluation form for an offline version.