Free tool
A free interview scorecard template you fill in right here: set criteria for the role with questions and one shared scale, rate candidates with clicks and get a weighted score, a comparison, an interviewer form and a form to collect ratings.
No sign-up. Everything is calculated in your browser, and names and ratings are not sent anywhere.
Related courseCompetency-Based Interview: from profile to rating6 lessons: the candidate profile and scorecard, competency-based interviewing, the STAR and CARE techniques, the rating scale and assessment tools, motivation and references. Homework check and a diploma after the course. $350, 1 year of access.See the course programStart from a ready-made set and adjust it to the role — or click “Start from scratch”. Each criterion has an interview question and a hint on what to listen for in the answer.
Add candidates and click the cells: each click raises the rating by one, and after five the cell is empty again. The score takes the weight of each criterion into account.
A rating with no record is forgotten by the debrief. Write down what the candidate actually said: the situation, their actions and the result.
The interviewer form has the criteria with questions, hints and the scale, plus room for the rating and notes. The summary has the scores, strengths and risks for each candidate.
The table pastes into the first cell of an Excel or Google Sheets file — the columns line up on their own.
When several people interview a candidate, ratings are easier to collect with a form: each person fills it in right after the meeting and does not see the others’ answers. Google Forms and Microsoft Forms build the form from a prompt.
How it works
An interview scorecard is a list of criteria for the role with questions and one shared rating scale. Every interviewer asks the same questions and rates the answers the same way, so candidates can be compared with each other rather than by impression.
The builder puts such a scorecard together: you pick the criteria and their weight, and it gives you the questions and the scale, calculates the score for each candidate, shows where the total is misleading and prepares an interviewer form and a form to collect ratings.
It is the form an interviewer uses to rate a candidate: criteria for the role, a question for each and a rating scale. Its job is to let you compare candidates on the same grounds.
As many as you can check in one interview — usually four to seven. The builder takes up to ten; with more than seven it suggests trimming the list or splitting the interview in two.
Not every criterion matters equally. The weight shows what a person cannot do the job without: a rating on a critical criterion moves the score three times as much as a regular one, and a low rating on it is flagged separately.
Multiply each rating by the weight of its criterion, add them up and divide by the maximum. The builder shows the score as a percentage and warns you when two candidates are less than five points apart.
No. The total helps you see the picture, but the decision is made in the debrief: look at the ratings on critical criteria and the notes on what the candidate actually said.
With a form that each of them fills in right after the meeting without seeing the others’ answers. The builder gives you a ready prompt, and Google Forms or Microsoft Forms builds the form with your criteria from it.
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