Any recruitment process conducted by the HR department should result in selecting the best candidate for a given position. To this end, recruiters need to check candidates’ hard and soft skills, as well as their references. However, that’s not all. It’s also important to ensure that the hiring process is fair and unbiased. One of the ways to achieve this is by using interview scorecards. In this blog post, we will delve deeper into how interview scorecards work, and how companies can implement them in their recruitment processes. Read on.

Interview scorecards – table of contents:

  1. What are interview scorecards?
  2. How to create interview scorecards?
  3. How to use interview scorecards?
  4. Summary

What are interview scorecards?

An interview scorecard is a tool used to evaluate candidates during a recruitment process. It is prepared before interviews with candidates and is filled out by each person participating in the recruitment process after the interview. To create a scorecard, you need to set the criteria that will help you decide whether to hire or reject a candidate. After the interview, each person fills out the scorecard, and the team can compare their opinions.

This solution lets recruiters identify which elements to focus on during interviews, which improves their efficiency. Using the same criteria for all candidates ensures a fair and consistent recruitment process, and allows for making a prompt and informed decision.

interview scorecards

How to create interview scorecards?

Although each scorecard must be customized to meet the recruiters’ expectations and job requirements, it’s possible to identify its typical components. The main criterion for hiring a candidate is possessing the necessary hard and soft skills to fulfill their role. Today, however, other factors are equally important, for example, cultural fit. The remaining elements that should be included in the scorecard are:

  • concerns related to the candidate, including any areas of doubt regarding their hard and soft skills, personality, and behavior,
  • comments regarding the candidate’s specific answers to the questions asked during the interview process,
  • assessment of their suitability for the company based on their skills, experience, and cultural fit,
  • an individual recommendation regarding employment or rejection, which summarizes all the information gathered during the recruitment process.

When creating your interview scorecard, you should perfectly tailor it to the specific position, especially when it comes to assessing the key competencies and other necessary criteria for the role. However, you can’t indicate too many criteria as the recruiter won’t be able to focus on all of them in the interview . Furthermore, you should develop a clear scoring system to obtain comparable results. The scorecard must also provide space for the recruiter to indicate their individual opinion about the candidate.

How to use interview scorecards?

To make sure that interview scorecards are effective, every person involved in the job interview – recruiters, hiring managers, and talent acquisition specialists – should bring their copy and complete it based on their impressions. Then, the team meets to compare the scorecards for each candidate. If there are significant discrepancies in opinions, they discuss and analyze the reasons behind them. Finally, they create a ranking and select the best candidate who, in their view, will be a good fit for the job.


If you want to simplify hiring processes in your company and make them more efficient, you should undoubtedly consider using interview scorecards. Thanks to interview scorecards, you will be able to better match candidates to a given position, and measure the effectiveness of your recruitment team. They will also let you compare the candidate’s expected performance with their actual results after they have been hired. Using this solution will have a positive impact on several areas of your business.

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Author: Nicole Mankin

HR manager with an excellent ability to build a positive atmosphere and create a valuable environment for employees. She loves to see the potential of talented people and mobilize them to develop.