Jun 7, 2022

Stories & Insight

Interview Scorecard: Pros & Cons

What is Interview Scorecard?

Interview Scorecards are used to guide the interviewer through the interview process. Interview Scorecards contain a list of questions, often grouped together in meaningful ways, that the interviewer can use to structure the interview and organize their notes.

After the interviewer asks their questions, they can write down the candidate's answers on a scorecard form. The most common information included on these forms includes:

  • Name of the candidate

  • Questions asked

  • Answers given by the candidate

Scorecards are an important tool for ensuring that each candidate is asked the same questions, so that fairness can be maintained throughout the hiring process.

Pros of using Interview Scorecard

Unbiased candidate assessment

Interview scorecards help you stay objective. They can be a great tool to keep yourself from being biased or having false positives. If you don’t fill out the scorecard, you might not realize that your first candidate is your benchmark for rating future candidates and you may overlook how well the other candidates actually did.

Data-driven hiring decision

If you fill out the scorecard as a starting point for your feedback, it forces you to make an objective data-driven hiring decision instead of basing your decision on gut feelings only. It is important to differentiate between the knowledge of an employee and their personality and be sure that these qualities are aligned with your company culture.

Consistency across company

Interview Scorecards allow consistency across teams and hires. If each interviewer fills out an interview scorecard, it allows everyone to compare candidates fairly with a job role specific score (based on predetermined criteria). This way all members of the interview panel are on the same page when comparing candidates regardless of who they spoke with in their respective interviews.

Faster interview preparation

Interview Scorecards can save time during interview preparation, feedback gathering and analysis. A well thought-out interview scorecard allows you to prepare questions upfront that drive at what is important for success in this role rather than flying by the seat of your pants during each individual conversation with a candidate.

Quick interview feedback

Asking pointed questions also helps to ensure that all information gathered about each candidate is relevant and easily digestible by others on your team so that feedback can be submitted faster.

Interview insights

Additionally a standardized form enables HR or management to gather data over time about how well each interviewer has performed in terms of helping hire strong performers into this role which ultimately helps improve our interview process over time as we learn from our experiences

Cons of using Interview Scorecard

However, there are also several cons to interview scorecards to keep in mind as you consider whether or not this is the right interviewing approach for you.

Complicated setup

First, scorecards can be time-consuming and complicated to set up. There are so many factors both large and small that can go into deciding whether or not a candidate is a good fit that it can be difficult to know exactly how best to structure the evaluation process. You’ll need to come up with a framework that works for your organization without making things overly difficult on your hiring team.

Built by people who understand the importance of getting it right, InterviewTime lets you create scorecards containing any questions you like in minutes.

Not all qualities of a candidate are captured

On top of being difficult to create, scorecards also have their limitations in terms of what they allow you and your hiring team to learn about each candidate during their interview with you. Without getting too granular, it’s hard for any interviewer to accurately evaluate whether or not someone has “great leadership skills” or “a strong work ethic” just by speaking with them during the interview process—and yet these are common pieces of feedback we see managers giving each other when evaluating candidates!

With InterviewTime your questions will not be limited by the pre-set questions from the template, you can ask anything you need, add questions and your own notes per answer or create general notes to make sure that you get all of the information you need.

Interview Scorecard Templates by InterviewTime

To save everyone time, InterviewTime has created a list of templates available for you to use as-is or as inspiration for creating your own interview scorecard template based on what information will be useful for hiring in your company!

The templates include:

  • Technical Scorecards for Web Developer, Data Analyst, Project Manager, and other technical roles

  • Management Scorecards for engineering managers and other management roles

  • Sales Scorecards for sales roles at any level

  • Designer Scorecards for designers in any field

  • Support Scorecards for help desk, tech support, and customer service roles

  • Culture Fit and Team Fit Scorecards so you can determine if a candidate is a good fit with your company's culture or on an existing team

Keep all interview assets in one place. Make your interview process consistent.