Interview Scorecard

The people outcome

Use the same evidence-based criteria for every candidate instead of relying on general impressions. The process should be job-related, consistent, documented, and respectful of applicable employment requirements.

Before using this guide

• Confirm the role, manager, policy, decision authority, and records that apply.
• Use consistent criteria while providing reasonable accommodations and following lawful hiring and employment practices.
• Route legal, HR, payroll, benefits, immigration, union, and sensitive employee matters to qualified professionals.

Key checkpoints

• Choose job-related competencies and define strong, acceptable, and weak evidence.
• Use consistent questions while allowing reasonable follow-up.
• Score independently before the interview team discusses the candidate.
• Record concerns about credentials, schedule, safety, communication, and job fit.

Operating sequence

• Set the expected outcome and evidence.
• Explain the process, responsibilities, and timeline to the people involved.
• Use the same forms, questions, standards, and approval path for comparable situations.
• Record decisions and support without storing unnecessary sensitive information.
• Review the result and next development or management action.

Leader review

• Was the standard clear before the evaluation or decision?
• Was the evidence job-related and consistently collected?
• What training, tools, supervision, or process issue also affected the result?