Interview scorecard template

Recruiters and HR teams often walk away from interviews with messy notes, inconsistent feedback, and no reliable way to compare candidates. Those gaps slow down the hiring process and create uncertainty when it’s time to make a decision. An interview scorecard template replaces that confusion with a structured, consistent system that captures evaluations fairly and keeps your hiring process moving.

With one shared template, your hiring team can document candidate qualifications, technical skills, soft skills, and cultural fit in real-time. Instead of relying on scattered files or memory, you make faster, more confident decisions backed by structured data.

Who benefits from interview scorecard templates?

Without a structured approach to the assessment process and interview questions, recruiters often worry about concluding interviews without knowing if a candidate’s qualifications truly align with a company’s culture. Without structured interviews, decision-making drags on, and bias creeps into the process.

An interview scorecard template addresses these challenges by aligning everyone on a common evaluation framework. You log the same criteria, track ratings consistently, and document decisions in one shared workspace.

Here’s who gains the most from using interview scorecard form templates:

Hiring managers

Hiring managers can use the template to compare candidates against the same evaluation criteria, from interpersonal skills to cultural fit. An interview scoring sheet template helps everyone involved in finding top talent spot strengths and weaknesses without bias.

HR teams

Recruiting scorecard templates allow human resource teams to simplify job-specific documentation and expedite talent acquisition decisions. They can store notes, ratings, and overall recommendations in one centralized location for easy reference.

Interview panels

Interview panels benefit from using templates when gathering input from multiple team members. Each interviewer completes their section to build a comprehensive candidate profile.

Candidates

Job seekers also benefit indirectly from a fair and transparent recruitment process. Evaluations will seem more professional and organized, which improves the overall candidate experience.

Why use an interview scorecard template?

A fast-growing company once scaled hiring without structure. Managers wrote feedback in Google Docs, HR stored ratings in Excel, and interview panels relied on memory. The outcome? Overlooked details, repeated questions, and subpar hires. However, with a candidate interview scorecard template, their hiring decisions became faster and more accurate.

With an interview scorecard template:

• You create a structured evaluation process that reduces hiring bias.

• You compare candidates side by side with consistent scoring.

• You document interviews in real time, improving collaboration.

• You identify patterns that lead to a higher quality of hire.

• You shorten time-to-hire with faster, more confident decisions.

How to use an interview scorecard template

An interview scorecard template eliminates the guesswork in evaluating candidates. Instead of disconnected notes or inconsistent scoring systems, you work with a structured process that creates a fair and repeatable experience. By logging details, standardizing evaluations, and centralizing feedback, you build a workflow that supports better hiring decisions and saves time for your team.

Step 1: Candidate and role details

Begin by recording key information about the candidate and the role for which they are interviewing. Capture basics like candidate name, interview stage, and interviewer role to establish context from the start. Anchoring the evaluation to the job description helps ensure that assessments focus on role-specific qualifications instead of personal bias.

You also log supporting details such as candidate availability, interview mode (remote or in-person), and whether a follow-up is required. These fields streamline scheduling and ensure that all interviewers share the same baseline information before meeting with the candidate.

Step 2: Evaluation criteria

Define the competencies and skills you want to assess during the interview. These may include communication skills, technical expertise, problem-solving abilities, or cultural fit. By customizing criteria for each role, you better align the evaluation with the actual job requirements.

When interviewers use the same structured set of competencies, you get a consistent evaluation framework that makes candidate comparisons more reliable across your hiring process.

Step 3: Rating scales

Apply a standardized rating scale to each competency. Whether you use a 1–5 system or a rubric with descriptive anchors, the key is to define what each score means so everyone interprets ratings consistently.

Standardization eliminates vague labels like “great” or “weak” and turns subjective impressions into measurable data. You end up with a scoring sheet that helps identify patterns across different interviewers while maintaining fairness in candidate evaluations.

Step 4: Notes and comments

Encourage interviewers to document their observations in the notes and comments section. Scores alone rarely capture the nuances of a candidate’s performance. However, written feedback highlights examples, red flags, or standout qualities.

Keeping notes within the template prevents the issue of losing feedback in Google Docs or emails. It creates a permanent record of the candidate’s performance, which helps when decisions involve multiple stakeholders or if you need to revisit the documentation later.

Step 5: Overall score

Aggregate the scores across competencies to obtain a single overall result. This score provides a quick snapshot of the candidate’s performance, while still allowing you to drill down into detailed criteria.

You can use the overall score to decide who advances to the next stage or to break ties between candidates with similar strengths. It simplifies the decision-making process without discarding the depth of individual evaluations.

Step 6: Recommendation

Conclude the process by documenting the team’s recommendation: hire, hold, or pass. Pairing the recommendation with the supporting data ensures that decisions are rooted in evidence, not intuition. It gives leadership confidence that your hiring process strikes a balance between efficiency and fairness and provides a defensible record of how you made decisions.

Recommended Asana interview scoring features

A static evaluation form limits the amount of context you capture about candidates. With Asana, the process becomes a dynamic system that supports your hiring workflow. The features below help your team log feedback, assign next steps, and make more confident hiring decisions.

Custom fields

Custom fields let you log competencies, interview stages, and role-specific criteria. Fields make evaluations comparable across interviewers and reduce bias. You can also filter candidates by technical skills, soft skills, or cultural fit.

Project views

Project views visually organize the candidate pipeline. Use the list view for detailed feedback, the board view to see progress across stages, or the timeline view to track interviews and follow-ups.

Rules and automation

Rules and automation reduce repetitive administrative work. Trigger follow-up tasks when a candidate is marked “hold” or notify HR when an interviewer logs a recommendation. Automation ensures evaluations move forward without delays.

Approvals

Approvals simplify decisions by letting managers review feedback, approve next steps, and finalize outcomes in one place.

Reporting dashboards

Reporting dashboards turn scorecards into measurable insights. Track time-to-hire, spot hiring bottlenecks, and identify patterns across outcomes.

Recommended integrations for your interview scorecard template

Integrations turn your interview scorecard into more than a static tool. By connecting Asana with platforms your team already uses, you avoid switching between apps or digging through emails. Explore more options at our integrations and apps hub.

Jira Cloud

Jira Cloud syncs product issues, tickets, and updates with Asana. Create tasks when engineering flags dependencies, such as setting up test environments for technical interviews. 

Slack

Slack delivers Asana updates directly into channels. Notify interviewers when scorecards are ready or when action items need attention. 

Google Drive

Google Drive lets you attach resumes, interview notes, and recorded sessions to tasks. Storing files in one workspace reduces time spent digging through emails or folders.

Google Slides

Google Slides links presentations, case studies, or assessment decks to candidate tasks. Interviewers can access and update materials in real time, making them part of the structured evaluation process.

FAQs about interview scorecard templates