What is an interview scorecard? Definition, what goes on one, and a free template (2026)

An interview scorecard is a fixed list of criteria an interviewer rates every candidate against, filled in straight after the interview. What it contains, why it reduces bias, and where to get a template.

Last updated 3 September 2026. Competitor pricing and plan limits are re-verified against each vendor’s own pages.

An interview scorecard is a fixed list of criteria for a role that each interviewer rates every candidate against, usually on a short scale, immediately after the interview.

The same criteria for every candidate is what makes interviews comparable; the scorecard is the document that enforces it.

ofper does not have a built-in scorecard feature. A free scorecard template you can copy is on the templates page, and the completed card can be kept as a note on the candidate.

What goes on an interview scorecard?

The role and the interview round
Four to six criteria decided before interviews start, each tied to something the job actually requires
A rating scale that is the same for every criterion, for example 1 to 4 with a written meaning for each number
Space for evidence: what the candidate said or did that justifies the rating
An overall recommendation: strong hire, hire, no hire, strong no hire

Why use a scorecard?

Without a scorecard, interviewers rate the candidate they liked, and the interviewer who spoke last has the most influence. With one, each interviewer commits to ratings and evidence before hearing anyone else, and a hiring decision can be traced back to specific criteria. The scorecard is the smallest step from unstructured to structured interviewing, and the one with the largest effect.

When should the scorecard be filled in?

Within an hour of the interview, before discussing the candidate with anyone. Ratings written the next day are memories of an impression, not observations. Comparing cards happens after every interviewer has submitted, not before.

Questions, answered straight

What rating scale should a scorecard use?

A four-point scale with no neutral middle forces a lean each way and is the common choice. Whatever the scale, write down what each number means so two interviewers rate the same evidence the same way.

Does ofper have interview scorecards?

No. ofper records who interviewed a candidate and when, and you can paste a completed scorecard into the candidate's notes, but there is no structured scorecard feature. Teams that need scorecards enforced by the software will find ofper too simple.

Is a scorecard the same as a structured interview?

A scorecard is one part of a structured interview. The other part is asking every candidate the same questions in the same order. Both together are what the term structured interview means.