Interview scoring sheet: a template that matches your CV shortlist

An interview scoring sheet lists the criteria from your person specification, gives each one a short scale, and leaves space for the evidence the candidate gave. Use the same criteria and weights you used to shortlist the CVs, so the CV stage and the interview measure the same job.

The template

Copy this into a document or spreadsheet, one sheet per candidate per interviewer:

• Role and date
• Candidate and interviewer
• For each criterion:
  • the criterion, written as in the job advert
  • whether it is essential or desirable, and its weight
  • the question asked
  • evidence: what the candidate said, in their words where possible
  • score on the scale below
• Overall notes, written after scoring each criterion

A 1 to 4 scale

1. No evidence. The candidate did not give an example.
2. Some evidence. A general answer with little detail.
3. Clear evidence. A specific example showing they have done it.
4. Strong evidence. A specific example with results, and they could explain their choices.

Four points stops interviewers settling on a safe middle score.

Write the questions from the criteria

For each criterion, ask for a real example: "Tell me about a time you handled a complaint that you could not resolve on the spot." Ask every candidate the same core questions in the same order, then follow up on their answers.

Combining a panel's scores

1. Each interviewer scores alone, straight after the interview.
2. Multiply each score by its weight and add them up.
3. Compare totals across interviewers. Where scores differ by two or more points on a criterion, talk about the evidence before agreeing.
4. Record the final decision and the reason against the criteria.

Written evidence matters if a candidate later asks for feedback or for the data you hold on them. Our guides on feedback for unsuccessful candidates and how long to keep CVs cover the rules.

What not to score

• Accent, appearance or "culture fit" without a defined meaning.
• Career gaps or part-time work, which can stand in for protected characteristics.
• Anything not in the person specification.

Start at the CV stage

The sheet works best when the shortlist was built on the same criteria. HireSieve turns your job advert into a weighted rubric, scores each CV against it and quotes the CV line behind every score. You can reuse those weights on the interview sheet. Our post on shortlisting candidates when 200 CVs arrive covers that stage.

Related reading from Braivex

If you hire for several branches, your Google reviews often name the staff customers like; see 5-star review reply examples. To attract better applicants in the first place, see LinkedIn hook examples for the post that announces the role.

Frequently asked questions

What is an interview scoring matrix?

The same thing as a scoring sheet laid out as a grid: criteria down the side, candidates across the top.

Should every interviewer use the same sheet?

Yes, and they should score alone before discussing.

How many criteria should I score?

Usually five to eight, taken from the person specification.

Next step

Build the rubric once and use it for both stages. Screen five CVs free at hiresieve.braivex.com.