How many criteria should one scorecard have?

Four to six is a workable range. Beyond that, interviewers tend to rush the later ones or fill them in from memory rather than from the interview itself.

Why require an evidence line for every score?

A number with no evidence cannot be checked or discussed in a debrief. Requiring a sentence of evidence forces the interviewer to justify the score while the interview is still fresh.

Should every interviewer on a panel use the same scorecard?

Yes, if they are assessing the same role. Different interviewers can still focus on different criteria within it, but a shared form and shared scale is what makes the debrief comparable.

Interview scorecard builder

Interviewers who each judge on their own private criteria produce feedback that cannot be compared. A shared scorecard fixes that by making everyone rate the same things, in the same order, on the same scale.

Pick the criteria that matter for this role and this builds a scorecard your whole panel can use, so "strong hire" means the same thing from every interviewer.

Criteria on scorecard

Your interview scorecard

Interview scorecard — this role
Interviewer: ______________    Date: ______________

Scale: 1 = Strong no, 2 = No, 3 = Mixed, 4 = Yes, 5 = Strong yes

1. Technical or role-specific skill
   Score (1-5): ____
   Evidence from the interview: ________________________________

2. Problem-solving approach
   Score (1-5): ____
   Evidence from the interview: ________________________________

3. Communication clarity
   Score (1-5): ____
   Evidence from the interview: ________________________________

Overall recommendation: Strong no / No / Mixed / Yes / Strong yes
One thing that would change my mind: ________________________________

Standard criteria selected: 3
Custom criteria added: 0

Everything above is worked out in your browser. Nothing you type is sent to us or saved anywhere.

How this is worked out

Ticked standard criteria and any custom lines you add are combined into one ordered list.
Each criterion gets the same three lines: a 1-5 score, a space for evidence, and nothing else, so no interviewer can skip straight to a gut-feel number without writing down why.
A shared five-point scale and a final "what would change my mind" line are added to every scorecard regardless of which criteria you picked.

What this does not cover

This does not score the candidate for you. It is a form your interviewers fill in, nothing more.
It deliberately excludes a generic "culture fit" line — use "culture add" or specific behavioural criteria instead, since fit alone tends to reproduce whoever is already on the team.
It does not weight criteria against each other. If technical skill should count for more than communication in your process, say so verbally to the panel; the scorecard treats every line equally.

Questions people ask

How many criteria should one scorecard have?: Four to six is a workable range. Beyond that, interviewers tend to rush the later ones or fill them in from memory rather than from the interview itself.
Why require an evidence line for every score?: A number with no evidence cannot be checked or discussed in a debrief. Requiring a sentence of evidence forces the interviewer to justify the score while the interview is still fresh.
Should every interviewer on a panel use the same scorecard?: Yes, if they are assessing the same role. Different interviewers can still focus on different criteria within it, but a shared form and shared scale is what makes the debrief comparable.

Where these figures come from

Rates and rules on this page were last checked against the source on 31 August 2026. Tax law changes; check the source before you rely on a number for a decision.

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