Structured Interview Scorecard

Scorecard worksheet

Evaluate four criteria: role-specific knowledge, problem solving, communication with stakeholders and evidence of collaboration. Use job-related evidence and rate each from one to five only when evidence is available.

The interactive tool calculates an average of rated criteria, but it does not decide who should be hired.

What each rating means

Use the same scale for everyone: 1 = insufficient evidence, 2 = developing, 3 = meets the role requirement, 4 = strong supporting evidence, and 5 = exceptional evidence on work directly relevant to the role. “Insufficient evidence” does not necessarily mean a candidate lacks the skill.

• Score evidence, not confidence, style, accent or similarity to the interviewer.
• Ask candidates for context, action taken and outcome.
• Separate observations from interpretations in your notes.

Prepare fair questions

Decide which job outcomes matter, then choose questions that allow evidence of those capabilities. Ask core questions consistently across the shortlist. Tailor follow-up questions only to clarify answers or specific experience.

• For problem solving, ask for a recent work-related decision and its trade-offs.
• For role skills, use an appropriately scoped example or practical scenario.
• For collaboration, ask how the candidate handled feedback or a disagreement.

Review before deciding

A numeric average simplifies comparison, but it is not an objective verdict. Check evidence quality, note uncertainties, and allow reviewers to explain differences. Make any decision using lawful and job-relevant criteria, with necessary accommodations.

• Discuss unusually large differences between interviewer ratings.
• Record unresolved questions rather than filling gaps with assumptions.
• Apply data retention and candidate privacy requirements.