Free resource
Steal my basic interview scorecard framework
A practical starting structure for building clearer, evidence-based interviews.
Core principle
Questions gather evidence. Criteria drive the decision.
Several questions can help an interviewer understand one criteria. The interviewer then rates the criteria based on the evidence gathered across the conversation.
Do not rate every individual question. Rate the criteria.
What is inside
Three tabs, ready to use.
A reusable structure for creating 2 to 4 assessment criteria for an interview stage, including level expectations, rating anchors, questions, written evidence and handover fields.
| Criteria | Strong | Acceptable | Weak | Insufficient |
|---|---|---|---|---|
| Criteria 1 | Not set | Not set | Not set | Not set |
| Criteria 2 | Not set | Not set | Not set | Not set |
| Criteria 3 | Not set | Not set | Not set | Not set |
The template is the starting point
The criteria should fit your role, level and organisation.
I work with Talent Acquisition teams to define them, design the interview stages and calibrate interviewers around a shared standard.