What Are Interview Evaluation Forms and To Use Them

By Indeed Editorial Team

Updated October 14, 2022

Published September 29, 2021

The Indeed Editorial Team comprises a diverse and talented team of writers, researchers and subject matter experts equipped with Indeed's data and insights to deliver useful tips to help guide your career journey.

Interview evaluation forms provide you with an unbiased method to help you choose the right candidate for job positions. These evaluation forms include questions that depend upon the company's primary values and goals. By using these forms, you ensure that you choose a candidate that contributes to the team. In this article, we discuss interview forms, inform you of which sections to include in your form, provide a general template, and provide several interview forms depending on the industry.

What is an interview evaluation form?

Hiring managers and interviewers complete interview evaluation forms during interviews to rank a candidate's competencies. Interviewers decide what to include in their form depending on the job position's requirements and what the organization expects from employees. These forms ensure all candidates receive the same interview process and evaluations. This evaluation process streamlines hiring decisions and focuses on a candidate's qualifications rather than their ability to form a relationship with you. Using evaluation forms limits bias by evaluating candidates based on predetermined criteria. They also provide interviewers with clear comparisons of several candidates.

Related:

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  • 10 Strategic Interview Questions To Ask Candidates

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What to include in an interview evaluation form

Here's a list of things to include in an evaluation form:

Use an objective grading system

The grading system needs to be clear. You may find it useful to discuss the reasoning for your grading system with candidates before conducting interviews. This shows candidates that your system is impartial and provides them with a clear idea of how to answer questions according to your expectations.

Discuss the evaluation form with team members

Consider discussing the evaluation form with team members before deciding which candidate to hire. You may find this useful because your team members work with the candidates you hire, and their advice helps you choose the right candidate. Consider asking your team members for advice while developing the form because this helps you obtain all relevant information about the open job position.

Include comments

Most interviews reveal details about candidates that don't apply to the questions asked in the evaluation. Leave room to include comments about the candidate. This helps you differentiate between candidates and provides you with information about their career goals and motivation.

Related: How to Give Feedback for the Interview (With Examples)

Interview evaluation form template

Here is an evaluation form template that you can target toward specific industries and employees:

[Candidate's name]
[Date of evaluation]

[Team]
[Interviewer]

[Grading system with explanation]

[Candidate's educational background]

[Candidate's work experience]

[Candidate's career goals]

[Candidate's strengths]

[Candidate's experience with conflict]

[Candidate's motivation]

[Candidate's methodology]

[Supervisor's final comments and action]

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  • How to Interview Someone (Step-By-Step Guide)

  • How To Be a Good Interviewer With Tips and Examples

  • 13 Screening Interview Questions (With Example Answers)

Interview evaluation form examples

Here is a list of evaluation form examples depending on their industry:

Software engineer interview evaluation form

Software engineering interview evaluations focus on a candidate's technical abilities and education. Here is an example of a software engineering interview form:

Candidate's name: Mina Ruj
Date of evaluation: June 29, 2021

Team: Software engineering department
Interviewer: Samuel Synth

Grading system with explanation

This evaluation uses a numerical grading system. Supervisors give a candidate's answers a numerical grade of 1-5 to prevent bias and to ensure they choose the right candidate. With this system, 1 represents the lowest possible score, and 5 represents the highest possible score. Candidate grading depends on whether their answers coincide with the supervisor and organization's values and goals.

Candidate's educational background

The candidate completed a degree in software engineering at the Montreal University of Computer Sciences. They conduct regular research to remain updated with trends and innovations in computer sciences. The candidate also attends annual conferences at the Montreal Institute of Software Engineering to obtain new training in the field. Grade: 5

Candidate's work experience

The candidate has 5+ years of experience in software engineering and demonstrates the skills required to work in this field. The candidate provided relevant examples to show their knowledge and technical expertise. They also discussed their accomplishments and ability to streamline company processes. Grade: 4

Candidate's career goals

The candidate expressed interest in obtaining promotions and joining upper management in the future. The candidate expresses interest in building a long-term relationship with the company. Grade: 5

Candidate's strengths

The candidate demonstrates strong technical skills and theoretical knowledge of software engineering. The candidate also expresses the ability to navigate computer software with ease. They state they are passionate about research and innovation. Grade: 5

Candidate's experience with conflict

The candidate doesn't have significant experience with conflict but expresses their ability to defuse difficult conversations. They also emphasize having strong communication and interpersonal skills. Grade: 3

Candidate's motivation

The candidate expresses being motivated by their family. They want career stability and a higher-paying job than their current employer offers to pay for their child's education. Grade: 5

Candidate's methodology

The candidate states that their methodology changes depending on the computer system. Generally, they begin by running analyses to identify issues and work backward to find solutions. Grade: 3

Supervisor's final comments and action

The candidate appears to have confidence in their skills and demonstrates significant knowledge of the industry.

Retail interview evaluation form

Retail forms focus on a candidate's interpersonal and communication skills. Here is an example of a software engineering interview form:

Candidate's name: Grace Style
Date of evaluation: January 19, 2021

Team: Retail department
Interviewer: Steve Bane

Grading system with explanation

This evaluation uses a numerical grading system. Supervisors give candidate's answers a numerical grade of 1-5 to prevent bias and to ensure they choose the right candidate. With this system, 1 represents the lowest possible score, and 5 represents the highest possible score. Candidate grading depends on whether their answers coincide with the supervisor and organization's values and goals.

Candidate's educational background

The candidate obtained their high school diploma in 2017 and is currently completing a degree in marketing. They excelled in school and graduated with an average of 85%. Grade: 4

Candidate's work experience

The candidate previously worked in retail positions and provided several references. They expressed their passion for working with clients and discussed their ability to increase sales for previous employers. The candidate also shows interest in implementing marketing campaigns to increase our sales and generate leads. Grade: 5

Candidate's career goals

The candidate wants to begin their own marketing company. They express interest in working for this company while they complete their studies and throughout the beginning of their marketing career. Grade: 4

Candidate's strengths

The candidate has strong interpersonal skills and displays active listening skills. When listening, the candidate leans in and nods to show their attentiveness. Grade: 5

Candidate's experience with conflict

The candidate has significant experience with conflict and de-escalating difficult conversations. They mainly have experience navigating conversations with unhappy customers following price changes. Grade: 5

Candidate's motivation

The candidate's primary motivation is their education. They want a job that supports them financially while they complete their studies. Grade: 4

Candidate's methodology

The candidate doesn't have a specific methodology and states that this changes depending on the situation. Grade: 3

Supervisor's final comments and action

They appear to be a good candidate for entry-level positions and have strong interpersonal skills.

Marketing interview evaluation form

Marketing forms focus on a candidate's ability to build marketing campaigns and knowledge of consumer personas. Here is an example of a marketing interview form:

Candidate's name: Henry Martinea
Date of evaluation: July 1, 2021

Team: Marketing department
Interviewer: Alice Hirsch

Grading system with explanation

This evaluation uses a numerical grading system. Supervisors give candidates' answers a numerical grade of 1-5 to prevent bias and to ensure they choose the right candidate. With this system, 1 represents the lowest possible score, and 5 represents the highest possible score. Candidate grading depends on whether their answers coincide with the supervisor and organization's values and goals.

Candidate's educational background

The candidate is in the final year of their master's degree and previously completed a bachelor's degree in marketing. Grade: 5

Candidate's work experience

The candidate lacks work experience but previously completed an internship as a marketing associate. Grade: 3

Candidate's career goals

The candidate wants to work in administrative roles when completing their studies and would like to become a member of upper management in the future. Grade: 5

Candidate's strengths

The candidate conducts regular research to ensure their methodologies provide consistent, high-quality work. Grade: 5

Candidate's experience with conflict

The candidate has experience with conflict and previously completed courses in crisis intervention and conflict management. Grade: 5

Candidate's motivation

The candidate wants an administrative role to ensure their schedule is consistent for their family. Grade: 5

Candidate's methodology

The candidate lacks a specific methodology. Grade: 1

Supervisor's final comments and action

The candidate has knowledge of buyer personas and expressed several ideas for improving our marketing strategy.

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