Interview Questions Library / Interview Scorecard Template
Updated: August 2026 · By Álvaro Arrescurrenaga · CEO of Voicit- 0 questions
- Scoring rubric 1–5
- Updated August 2026
An interview scorecard is a one-page form where every interviewer scores the same competencies on the same 1-5 scale and writes the evidence next to each score. It replaces «I liked her» with comparable data. Download the template below in Excel (the weighted score calculates itself), Word or PDF.
Unstructured interviews have a predictive validity of about 0.2; structured interviews with a scorecard reach 0.5 or more. The difference is not the questions, it is that everyone scores the same things the same way and writes down why. This page gives you the template, explains each block, and shows how to use it across a panel so the scores can actually be compared.
Download the template
Three formats, same content. The Excel version calculates the weighted score and has a second sheet with 30 questions by competency; Word and PDF are for printing or filling in by hand.
Interview scorecard template. Competencies with weights, 1-5 rubric, space for literal evidence, weighted total and a feedback template for unsuccessful candidates. No sign-up, no email. Better still: tell Voicit which scorecard you use and it fills it in for you after every interview, with the candidate’s literal answers. See how it works.
What is on the scorecard, block by block
Five blocks. Fill in the first before the interview, the middle three during, and the last one within an hour of finishing, while the evidence is still exact.
| Block | What goes in it | When |
| 1. Details | Candidate, role, interviewer, date, stage | Before |
| 2. Competencies | Four to six competencies with a weight (%) each, the question used, the literal evidence and a 1-5 score | During |
| 3. Rubric | What a 1, 3 and 5 look like, so two interviewers mean the same thing | Agreed before the process |
| 4. Composite score | Σ weight × score / 100, the threshold to advance, the decision and one sentence of reasoning | Right after |
| 5. Feedback | A short template for candidates who do not advance | Same day |
Choosing the competencies and their weights
Do not score ten things. Pick four to six competencies that predict performance in this role and give them weights that add up to 100. A sales role might weight results orientation at 30 and communication at 25; an engineer, problem solving at 30 and teamwork at 20. The weights force the hiring manager to say what matters before meeting anyone, which is the point.
| Competency | Typical weight | Ask about it with |
| Communication | 15-25 | Explaining something complex, delivering bad news |
| Teamwork | 15-20 | A conflict, a dependency, sharing credit |
| Problem solving | 20-30 | A decision with incomplete information, a real mistake |
| Results orientation | 20-30 | A measured achievement, a missed target |
| Adaptability | 10-15 | A change they resisted, learning under pressure |
| Leadership | 0-20 | Only for roles with reports or heavy influence |
The 1-5 rubric, and why it must be written down
A scale without descriptions drifts: one interviewer’s 4 is another’s 3. Agree on what each level means before the process starts and print it on the scorecard.
| Score | Evidence |
| 1 | No example, or the example contradicts the competency |
| 2 | Weak or generic evidence; the candidate speaks in the abstract |
| 3 | Concrete evidence, limited in scope or with a vague outcome |
| 4 | Concrete evidence with a measurable result and a lesson learned |
| 5 | Exceptional and repeated across more than one situation |
Using the scorecard across a panel
Every interviewer fills in their own scorecard independently, before talking to anyone else. Then the panel compares scores per competency, not totals: a gap of two points on the same competency means two people heard different evidence, and that conversation is where the good hiring decisions happen. Average the totals only after the gaps are discussed.
Common mistakes
Scoring the impression instead of the evidence (fix: no score without a sentence next to it). Scoring during the interview and then arguing with your own number (fix: take notes during, score right after). Letting one interviewer’s total dominate because they spoke first (fix: scores are submitted before the debrief). Keeping the scorecard in a drawer (fix: it is the record you will need if a decision is questioned).
Filling the evidence column without stopping to type
The evidence column is the one that gets skipped, because writing while listening is hard. Two options: a second interviewer takes notes while the first asks, or the interview is recorded and transcribed and the scorecard is filled from the transcript. Voicit does the second: it records the interview, transcribes it and fills your scorecard with the candidate’s literal answers against the competencies you defined.
Stop writing up interviews by hand. Voicit records the interview, transcribes it and fills your scorecard against the competencies you defined — so you can listen instead of typing.
Frequently asked questions
What is an interview scorecard?
A standard form where each interviewer scores the same competencies on the same scale and records the evidence for each score. It makes candidates comparable and decisions defensible.
How many competencies should an interview scorecard have?
Four to six. Fewer than four misses important signals; more than six and interviewers stop following up on each one.
Should candidates see the scorecard?
Not the scores, but there is no harm in telling them which competencies you will assess. Structured interviews are fairer, and candidates rate them higher.
What scale should I use: 1-5 or 1-10?
1-5 with written descriptions for each level. Ten levels feel more precise but interviewers cannot agree on the difference between a 6 and a 7.
Is the template free?
Yes. Excel, Word and PDF, with no sign-up and no email. The Excel version calculates the weighted score.
Keep reading
Voicit records interviews and meetings, transcribes them and writes the report against the template each team defines. These question sets come from working with recruitment consultancies and in-house talent teams across Europe.