Agree the criteria before the first interview
Write four to eight criteria from the job itself — a skill, a piece of knowledge or a behaviour the work actually requires — and one core question for each. Every interviewer scores the same criteria with the same question, so candidates are compared on the same evidence rather than on whoever made the best impression.
Write down what was said, then rate it
Each row keeps the evidence heard apart from the rating. Note what the candidate described, then choose a rating against the anchors agreed in advance. If the interview produced no evidence for a criterion, mark it as not enough evidence: a missing answer is not proof of a missing ability.
Debrief on disagreement, not on an average
Interviewers complete their scorecards separately before they talk. The debrief sheet puts their ratings side by side and shows the spread for each criterion, so the discussion starts where views differ. The decision and its job-related reason are written down by a person, not calculated from the numbers.
What the scorecard includes
- A scorecard for up to eight job-related criteria, with a core question and evidence for each
- A 1–4 rating scale with written anchors and a separate “not enough evidence” option
- A debrief sheet that shows where interviewers disagree; no overall score is calculated
Free, no email required. A spreadsheet for your own workflow, not a Kadroflow import format.
Read the guide: running a structured interview with a scorecard
Questions before you start
What is an interview scorecard?
A form each interviewer completes for a candidate: the criteria for the role, the question asked for each, the evidence heard and a rating on an agreed scale. It makes interviews comparable across candidates and interviewers, and it leaves a record of why a decision was made.
What rating scale should an interview scorecard use?
A short scale with written anchors. This template uses 1 to 4 — limited, partial, meets, strong evidence — plus a separate “not enough evidence” option, so nobody has to guess a number for something the interview did not cover.
Can Kadroflow run scorecards for us?
Yes. In Kadroflow each interviewer scores the role's criteria separately, including panelists who score through a secure, code-verified link, and the decision opens only after at least one scorecard is submitted. AI can summarise interview evidence, but the decision stays with your team.