Interview Evaluation Scorecard

Record structured interview evidence across applicants

Create an interview evaluation project for a specific vacancy and decide which competencies the interview should test. Set the relative weights before conducting interviews, then record an interviewer, date, candidate and evidence notes for each competency. The consistent structure helps different reviewers discuss findings using the same vocabulary.

For example, a customer service interview may assess issue resolution, written communication and product knowledge. Ask comparable job-related questions, record concrete examples from the candidate and apply the same rating guidance to every interviewee. Use Not assessed when a skill was not adequately tested; do not treat a missing answer as a verified failure.

The tool reports weighted assessed scores together with assessment coverage. A candidate with fewer tested competencies may show an impressive percentage, so always examine the coverage and notes before comparing results. The score is not an automated selection decision and should never replace human judgment, reference checks or required qualifications.

Projects remain in this browser unless you deliberately export them. Store downloaded CSV and JSON records securely and limit access to authorized hiring staff. Avoid subjective comments about personal characteristics unrelated to job performance. Return to the project after each interview to add verified notes while the evidence is still fresh.

Frequently asked questions

What does Not assessed mean?

That competency was not rated; it is not automatically a zero.

Can multiple candidates be compared?

Yes, inside an interview project using shared evaluation criteria.

Does this tool make the hiring decision?

No. It prepares structured evidence for human decision-makers.