What is an interview scoring sheet?

An interview scoring sheet is a tool businesses can use to standardize hiring practices. In very basic terms, it is a form used by the interviewer that states what is to be asked and what type of answer the company is looking for. Each question is rated by a point system, usually out of five, and allows the hiring manager to rate each candidate’s performance in their interview.

For example, if the company is looking for a new receptionist, they might want someone who is organized, can multitask and is tech-savvy. When asked, “What are your strengths?”, the candidate who mentions all three qualities in their answer would receive a higher score than someone who mentions only one or two.

Pros and cons of interview scorecards

There are some advantages and disadvantages when it comes to using interview scorecards. To help you make the correct decision for your business, take a look at these potential pros and cons:

Pros:

• Helps you stay focused: By using an interview scoring sheet, the interviewer is able to really focus on what each candidate is saying, which allows the interview process to be more precise for an ideal interview.
• Promotes sound hiring practices: The interview scorecard is a record of what is said in an interview and explains why a business hired a certain candidate.
• Helps hiring managers improve: When using a standardized interview scorecard, it can be easier for hiring managers to make the right decision on which candidate to hire. In addition to giving hiring managers a clear idea of the exact requirements for the position, scorecards may also help hiring managers remember candidates and what they said.

Cons:

• Limiting presence: Writing notes for an interview rating sheet can make it difficult for an interviewer to make the appropriate amount of interactions with the candidate, which may confuse the interviewee. The candidate might feel that the process is impersonal, which may make them feel uneasy.
• Requiring a lot of time and effort: Creating a system for interview scoring sheets can take the HR department or manager a lot of time. Also, tabulating the scores of each candidate and comparing notes with other hiring managers may also slow down the entire process.

What criteria can be used on a scoring sheet?

The interview rating sheet ideally has all the information needed for the interview. During the interview, the hiring manager asks questions from the scorecard and takes notes on the answers. This means there has to be adequate space for note-taking as well as candidates’ answers to job‑specific questions.

The scorecard template can also include an easy-to-understand scoring system. For example, if hiring managers have to mark each answer out of five, this is clearly stated on the scorecard. This allows the HR department to have consistent scoring for all interviews, so there’s no dispute about an individual’s overall score.

Another criterion for interview scoring sheets is an area where interviewers can note any potential areas of concern when discussing the candidate’s skills. This can allow the hiring manager to have a better understanding of the overall impression of each candidate.

Finally, there can be a space in which the hiring manager may indicate whether they’d recommend hiring the individual.

Best practices for deploying scoring sheets

If your company decides to start using interview scoring sheets, certain practices can make the experience easier:

• Creating a standardized template for each position you might be interviewing for can be an essential way of ensuring the interview process is efficient for the company. Though creating a template might take time, having a standard interview scoring sheet may help ensure continuity no matter who is conducting the interview.
• Consider having two people interview so that they can compare notes once they’re done. This allows the interview rating sheet to be more accurate, which will help you find the best candidate for the job.
• You may also share the information about the interview score sheets with the candidates. This can allow for a transparent process in which candidates will be more relaxed when being interviewed.

Interview scoring sheets standardize hiring by rating candidates on key criteria, ensuring focused, consistent evaluations and better decisions. Pros include precision and improved practices; cons may involve time demands and reduced personal interaction. Consider using position-specific templates, multiple interviewers and transparency for fairer, more effective recruitment.