Evaluation template

Interview Scorecard Template for Recruiters

An interview scorecard standardizes candidate evaluation by rating role-specific competencies, capturing evidence, documenting risks, and turning interviewer feedback into a clear hiring recommendation.

This template is built for recruitment agencies that need consistent feedback from clients and interview panels without losing the reason behind each score.

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Recruiter use case

Scorecards should make decisions fairer and faster

Top scorecard content explains why structured ratings reduce bias and improve comparison. ATZ CRM adds agency context: how feedback gets requested, captured, compared, and used to move candidates through the pipeline.

When to use it

Users want a scorecard they can copy and adapt for structured interviews.

What it should help capture

Candidate and role detailsInterview stage and interviewerCore competency ratingsEvidence notes for each score

Copy-ready template

Scorecard rating scale

Use clear definitions so different interviewers score consistently.

5 - Exceeds role requirements with strong evidence

4 - Meets requirements with minor gaps

3 - Partially meets requirements; needs follow-up

2 - Significant gap against requirement

1 - Does not meet requirement

Scorecard fields

Adapt competencies to the role instead of using generic traits.

Role knowledge: score [1-5], evidence [notes]

Relevant experience: score [1-5], evidence [notes]

Communication and stakeholder fit: score [1-5], evidence [notes]

Problem solving or technical depth: score [1-5], evidence [notes]

Motivation and availability: score [1-5], evidence [notes]

Overall recommendation: strong yes, yes, hold, no

Use cases

When recruiters should use this template

Each template is positioned around a real recruiting moment, so the copy supports a specific candidate, client, or desk workflow.

Client interview feedback

Ask every interviewer to score the same criteria after a client interview.

Recruiter screening

Rate candidate fit before deciding whether to submit to the client.

Panel comparison

Compare multiple candidates or interviewers using a consistent rating scale.

Included sections

What the template should include

These sections help recruiters capture the information needed to move the workflow forward without leaving important details in notes or email threads.

Candidate and role details
Interview stage and interviewer
Core competency ratings
Evidence notes for each score
Risk and concern fields
Overall recommendation
Next-step decision

Competency

Defines what the interviewer is evaluating.

Pro tip

Use role-specific competencies from the job order, not generic personality labels.

Evidence

Explains why a score was given.

Pro tip

Require at least one evidence note for every score below 3 or above 4.

Recommendation

Turns ratings into a hiring action.

Pro tip

Separate "hold" from "no" so recruiters know whether follow-up can unblock the decision.

Recruiter workflow

How to use this template inside a recruiting desk

The template is designed to sit inside a broader operating workflow, with a clear action before, during, and after use.

1

Define evaluation criteria

Use the job order and client intake notes to choose competencies before interviews start.

How ATZ CRM supports this step

Job Management stores requirements and role context for recruiter and client review.

Explore related capability
2

Collect interview feedback

Ask interviewers to score candidates quickly after the conversation.

How ATZ CRM supports this step

Client Portal helps agencies centralize feedback instead of chasing email replies.

Explore related capability
3

Move candidates based on evidence

Use scorecard outcomes to advance, hold, reject, or request follow-up interviews.

How ATZ CRM supports this step

The ATS pipeline keeps interview decisions connected to candidate stages.

Explore related capability

Common mistakes

What weak templates miss

Scoring without definitions

A 4 from one interviewer may mean something different to another.

No evidence field

Scores without notes create weak client feedback and poor candidate communication.

Too many competencies

Long scorecards reduce completion rates. Focus on the criteria that decide the role.

ATZ CRM workflow

Connect interview scorecards to pipeline decisions

ATZ CRM helps agencies request, capture, and act on structured feedback so interview outcomes move the hiring process forward.

Client Portal

Collect client feedback in a cleaner review experience tied to submitted candidates.

Applicant Tracking System

Move candidates through interview, offer, and rejection stages with visible context.

FAQ

Questions recruiters ask about this template

What is an interview scorecard?

An interview scorecard is a structured evaluation form that scores candidates against predefined criteria and captures evidence for each rating.

What should be included in an interview scorecard?

Include candidate details, role, interview stage, competencies, rating scale, evidence notes, risks, recommendation, and next step.

How many competencies should an interview scorecard include?

Most scorecards work best with five to seven competencies. Too many fields can reduce interviewer completion quality.