Steal my basic interview scorecard framework
A practical starting structure for building clearer, evidence-based interviews.
The template gives you the structure. The important work still happens with your team: defining the right criteria, agreeing what good looks like at each level, designing the interview stages and calibrating interviewers around the same standard. This resource is free to access.
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.
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 | — | — | — | — |
| Criteria 2 | — | — | — | — |
| Criteria 3 | — | — | — | — |
The structure is reusable, but the criteria inside it should not be generic to begin with.
A strong scorecard depends on the role, the level, what success looks like in your organisation, and what each interview stage is responsible for assessing.
I work with Talent Acquisition teams to define those criteria, build the evidence and rating anchors, design the interview stages and calibrate interviewers around a shared standard.