What is an interview scorecard?
An interview scorecard is the set of criteria a candidate is assessed on for a role, each with a rating scale, filled in by every interviewer independently before the panel discusses anyone.
How to create an interview scorecard
- List the four to six skills or traits the role genuinely needs.
- Write what a strong, adequate and weak answer looks like for each.
- Assign each criterion to an interviewer and a question.
- Agree the weights before you meet any candidate.
An interview scorecard example
For an account executive: discovery skill (30%), handling objections (25%), written follow-up (20%), product curiosity (15%) and coachability (10%), each scored from 1 to 4. A candidate scoring 4, 3, 3, 2 and 4 gets a weighted score of 3.25 out of 4.
Scorecard vs rubric
The scorecard lists what you assess; the rubric describes what each score means for each criterion. A scorecard without a rubric leaves every interviewer to invent their own idea of a 3, which is where most inconsistency comes from.
Why weighting matters
A weighted scorecard gives the criteria that matter most the most influence, so a charming answer on a minor point cannot outweigh a weak answer on the core skill. Recruitment Workflow Optimizer’s structured scorecards use weighted criteria, which makes candidates comparable across interviewers.
Last reviewed 2026-11-01.