Structured scoring against written criteria
Interview Scorecard
Complete one scorecard per candidate, per panel member, during the interview rather than afterwards. Score 1 to 5 against each criterion, write the evidence you actually heard, then total. Panels compare scores and evidence before discussing impressions.
Candidate and panel
| Field | Entry |
|---|---|
| Position | |
| Reference number | |
| Candidate name | |
| Interview date and time | |
| Panel member (this sheet) | |
| Interview stage (first / second) |
Scoring: 5 strong, 4 good, 3 acceptable, 2 weak, 1 no evidence
| Criterion | Weight | Score 1 to 5 | Evidence heard |
|---|---|---|---|
| Technical knowledge for the role | |||
| Relevant experience, depth and recency | |||
| Problem solving and judgement | |||
| Communication, written and spoken | |||
| Planning and organisation | |||
| Working with others and supervision | |||
| Integrity and accountability | |||
| Motivation and fit with the role as advertised | |||
| Additional criterion (specify) | |||
| TOTAL |
Recommendation
| Field | Entry |
|---|---|
| Strengths, in the candidate's own evidence | |
| Gaps or concerns | |
| Questions for referees | |
| Recommendation: appoint / reserve / do not appoint | |
| Panel member signature and date |
Notes for the panel
- Ask every candidate the same core questions in the same order, then probe answers freely.
- Score what the candidate demonstrated, not what you believe they could do.
- Record evidence in the candidate's words. "Said she rebuilt the leave register after an audit finding" is evidence; "seems organised" is not.
- Do not discuss scores until every panel member has completed their own sheet.
- Retain completed scorecards. They are the record if a decision is ever challenged.
Interview Scorecard · JASAME HR Consulting Ltd
[email protected] · https://jasamehrcl.com/