Most hiring decisions fall apart in the debrief, not the interview. One person liked them, another did not, and nobody can say why. A scorecard fixes that. Decide what good looks like before you meet anyone, give every interviewer the same sheet, and score on evidence instead of gut feel. Build one scorecard for each stage of your process below. The PDF is fillable on screen, so your panel can type their scores straight in, or print it and use a pen.
Step 4. Once your job description is live and applications are coming in, this is how you assess them consistently.
The role
TIP Build one scorecard per stage, not one for the whole process. A four-stage process might be Introduction Interview, Technical Interview, System Design and Final, each testing different things and each scored differently.
The scale
TIP A fixed, anchored scale is the whole point. It stops "3 out of 5" meaning something different to every interviewer. This scale prints onto every scorecard so everyone marks to the same definitions.
Red flags to watch for (optional)
TIP Name the dealbreakers up front so they are not waved through in the moment. These print as reminders on every scorecard.
