Interview Scorecard Template
A structured way to record how a candidate did at interview, built around the same criteria used in their assessment — so the interview result and the assessment result can be compared directly instead of living in two disconnected documents.
Why the scorecard mirrors the assessment’s own criteria
An interview scorecard with its own separate set of categories — “culture fit,” “communication,” “overall impression” — produces an interview result that can’t really be checked against the assessment, because the two are measuring different things under different labels. Building the scorecard around the same dimensions the assessment already measured means a recruiter can ask directly: did the interview confirm this candidate’s assessed strength in this area, or contradict it? That question is only answerable when both documents are speaking the same language.
What to do when the interview and the assessment disagree
Disagreement isn’t a failure of either document — it’s information. A candidate who scored strongly on an assessed dimension but performed weakly on it at interview (or the reverse) is exactly the kind of signal a client should see, not one to quietly resolve in favor of whichever document came first. The scorecard has a dedicated field for recording that disagreement explicitly, so it travels into the client-ready report as a flagged item rather than disappearing into a recruiter’s private judgment call.
- Scorecard fields aligned to each candidate’s assessment dimensions
- Space to record whether the interview confirmed or contradicted the assessment
- Feeds back into the final client recommendation
Pairs with the Interview Questions feature and interview prep workflow.
Frequently asked questions
Who fills out the scorecard?
Whoever conducts the interview — usually the recruiter, though a client sitting in on an interview can use the same scorecard to keep their own read aligned to the assessed dimensions.
Can I add scorecard fields beyond what the assessment measured?
The core fields mirror the assessment so results stay directly comparable; additional interview-specific notes can still be recorded, they just sit alongside the aligned fields rather than replacing them.
Does a contradiction between interview and assessment disqualify a candidate?
No — it’s flagged for the client to weigh, not resolved automatically. The scorecard’s job is to surface the disagreement clearly, not decide which result wins.
Does the scorecard feed into the client report automatically?
Yes — any flagged disagreement between interview and assessment results carries through into the client-ready report rather than needing to be re-entered.