{"id":10416,"date":"2026-09-10T18:09:43","date_gmt":"2026-09-10T18:09:43","guid":{"rendered":"https:\/\/voicit.com\/?page_id=10416"},"modified":"2026-09-10T18:53:51","modified_gmt":"2026-09-10T18:53:51","slug":"interview-evaluation-form","status":"publish","type":"page","link":"https:\/\/voicit.com\/en\/interview-questions\/interview-evaluation-form\/","title":{"rendered":"Interview Evaluation Form (Free Template)"},"content":{"rendered":"<style>\n.ast-article-single .entry-title{max-width:820px;text-wrap:balance}\n.vq{font-family:Manrope,-apple-system,BlinkMacSystemFont,'Segoe UI',sans-serif;color:#161616;max-width:820px;margin:0;font-size:18px;line-height:1.7;counter-reset:vqq}\n.vq h2{font-size:1.5em;line-height:1.25;margin:2.4rem 0 1rem;color:#161616;text-wrap:balance}\n.vq h3{font-size:1.15em;margin:1.5rem 0 .55rem;color:#161616;text-wrap:balance}\n.vq p{margin:0 0 1.05rem}\n.vq a{color:#046bd2}\n.vq .vq-crumb{font-size:.88em;margin:0 0 1.2rem;color:#6E6E6E}\n.vq .vq-crumb 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heredados del tema dentro de las tarjetas *\/\n.vq--hub .vq-card,.vq--hub .vq-card *,\n.vq--hub .vq-pillar,.vq--hub .vq-pillar *,\n.vq--hub .vq-relcard,.vq--hub .vq-relcard *{text-decoration:none !important}\n\/* Con una o dos gu\u00edas en un grupo, la rejilla de 3 dejaba la tarjeta sola pegada a\n   la izquierda. Se centran hasta que el grupo crezca. *\/\n.vq--hub .vq-grid:has(>:last-child:nth-child(-n+2)){grid-template-columns:repeat(auto-fit,minmax(300px,352px));\n  justify-content:center}\n.vq--hub .vq-howcard{background:#F7F7F4;border-radius:14px}\n.vq--hub .vq-cta{margin-top:3rem}\n.vq--hub .vq-author{max-width:780px;margin-left:auto;margin-right:auto}\n@media(max-width:900px){\n  .vq--hub .vq-grid,.vq--hub .vq-how{grid-template-columns:repeat(2,1fr)}\n  .vq--hub .vq-stat{padding:0 1.2rem}\n}\n@media(max-width:600px){\n  .vq--hub .vq-grid,.vq--hub .vq-how{grid-template-columns:1fr}\n  .vq--hub .vq-stats{flex-direction:column;gap:.9rem}\n  .vq--hub .vq-stat{border-right:0;padding:0}\n  body.page-id-9573 .ast-article-single .entry-title{font-size:1.9em}\n}\n@media(max-width:600px){.ast-article-single .entry-title{margin-top:1.6rem}\n.vq{padding-bottom:2.6rem;font-size:17px}.vq table{font-size:.88em}\n  .vq .vq-toc ol{columns:1}\n  .vq .vq-author{flex-direction:column;gap:.7rem}}\n<\/style>\n<div class=\"vq\" data-no-translation>\n<p class=\"vq-crumb\"><a href=\"https:\/\/voicit.com\/en\/interview-questions\/\">Interview Questions Library<\/a> &nbsp;\/&nbsp; Interview Evaluation Form (Free Template)<\/p>\n<div class=\"vq-byline\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/www.gravatar.com\/avatar\/9606a7cf8a077e463d66ccba5e8cd71f?s=96\" width=\"36\" height=\"36\" alt=\"\u00c1lvaro Arrescurrenaga\" loading=\"lazy\"><span>Updated: August 2026 \u00b7 By <b>\u00c1lvaro Arrescurrenaga<\/b>&nbsp;\u00b7 CEO of Voicit<\/span><\/div>\n<ul class=\"vq-chips\">\n<li>Free download<\/li>\n<li>Scoring rubric 1&ndash;5<\/li>\n<li>Updated August 2026<\/li>\n<\/ul>\n<div class=\"vq-answer\"><span class=\"vq-lbl\">Short answer<\/span><\/p>\n<p>An interview evaluation form is the one-page document an interviewer fills in after each interview: the criteria for the role, a rating for each on the same scale, the evidence behind the rating, and a recommendation. Its job is to make candidates comparable and decisions defensible. Download ours below in Word, Excel or PDF, and use the same form for every candidate for the role.<\/p>\n<\/div>\n<p>Most companies have an interview evaluation form and most interviewers fill it in from memory, two days later, with a number and no evidence. The form is not the problem; how it is used is. This page gives you a form that works \u2014 criteria, a written 1-5 scale, an evidence column and a recommendation \u2014 and explains how to fill it in so that the debrief compares facts instead of impressions.<\/p>\n<nav class=\"vq-toc\"><span class=\"vq-lbl\">On this page<\/span><\/p>\n<ol>\n<li><a href=\"#sec-1\">Download the interview evaluation form<\/a><\/li>\n<li><a href=\"#sec-2\">What is on the form, and why<\/a><\/li>\n<li><a href=\"#sec-3\">How to fill in an interview evaluation form<\/a><\/li>\n<li><a href=\"#sec-4\">The rating scale, written down<\/a><\/li>\n<li><a href=\"#sec-5\">How to write the evaluation: the evidence column<\/a><\/li>\n<li><a href=\"#sec-6\">Common mistakes with interview evaluation forms<\/a><\/li>\n<li><a href=\"#sec-7\">Evaluation form or scorecard?<\/a><\/li>\n<\/ol>\n<\/nav>\n<h2 id=\"sec-1\">Download the interview evaluation form<\/h2>\n<p>Three formats, same content. The Excel version calculates the average rating and validates the 1-5 scale; Word and PDF are for editing the criteria or filling in by hand during the interview.<\/p>\n<div class=\"vq-dl\"><span class=\"vq-dl-eyebrow\">Free download<\/span><\/p>\n<p class=\"vq-dl-p\"><b>Interview evaluation form.<\/b> Candidate details, seven criteria with a 1-5 rating, an evidence column, the written rating scale, overall rating and a hire \/ no-hire recommendation. No sign-up, no email. Better still: tell Voicit which form you use and it fills it in for you after every interview, with the candidate&#8217;s literal answers. <a href=\"https:\/\/voicit.com\/en\/human-resources\/\" style=\"color:#E7FE15;\">See how it works<\/a>.<\/p>\n<p class=\"vq-dl-btns\"><a href=\"https:\/\/voicit.com\/en\/descargas\/evaluation-form-word\/\" class=\"vq-dl-btn\">Word (.docx)<\/a><a href=\"https:\/\/voicit.com\/en\/descargas\/evaluation-form-xlsx\/\" class=\"vq-dl-btn vq-dl-btn--sec\">Excel (.xlsx)<\/a><a href=\"https:\/\/voicit.com\/en\/descargas\/evaluation-form-pdf\/\" class=\"vq-dl-btn vq-dl-btn--sec\">PDF<\/a><\/p>\n<\/div>\n<h2 id=\"sec-2\">What is on the form, and why<\/h2>\n<p>Every field on the form exists to make a later comparison possible. If a field does not help you compare two candidates or explain a decision to someone who was not in the room, it should not be there.<\/p>\n<div class=\"vq-tw\">\n<table>\n<tr>\n<td>Section<\/td>\n<td>What goes in it<\/td>\n<td>Why it matters<\/td>\n<\/tr>\n<tr>\n<td>Candidate details<\/td>\n<td>Name, position, interviewer, date, stage<\/td>\n<td>Forms from different rounds and interviewers get matched later<\/td>\n<\/tr>\n<tr>\n<td>Criteria (7 rows)<\/td>\n<td>The competencies and skills the role actually needs<\/td>\n<td>The same rows for every candidate is what makes scores comparable<\/td>\n<\/tr>\n<tr>\n<td>Rating 1-5<\/td>\n<td>A number against the written scale, not a gut feeling<\/td>\n<td>Numbers without a shared definition are opinions with decimals<\/td>\n<\/tr>\n<tr>\n<td>Evidence<\/td>\n<td>What the candidate said or did, in their words<\/td>\n<td>This is what the debrief will actually discuss<\/td>\n<\/tr>\n<tr>\n<td>Overall rating and recommendation<\/td>\n<td>Strengths, concerns, a 1-5 overall, hire \/ no hire<\/td>\n<td>Forces a decision instead of a summary<\/td>\n<\/tr>\n<\/table>\n<\/div>\n<h2 id=\"sec-3\">How to fill in an interview evaluation form<\/h2>\n<p>Five rules that separate a useful form from paperwork. They take less time than they sound, because most of the work happens during the interview rather than after it.<\/p>\n<div class=\"vq-tw\">\n<table>\n<tr>\n<td>Rule<\/td>\n<td>In practice<\/td>\n<td>What goes wrong otherwise<\/td>\n<\/tr>\n<tr>\n<td>Decide the criteria before the interview<\/td>\n<td>Pick the seven rows from the role&#8217;s requirements; delete the ones that do not apply<\/td>\n<td>Criteria invented after the interview fit the candidate you liked<\/td>\n<\/tr>\n<tr>\n<td>Write evidence during the interview<\/td>\n<td>One line per criterion: the situation and what they did, in their words<\/td>\n<td>From memory, two days later, everyone sounds the same<\/td>\n<\/tr>\n<tr>\n<td>Rate against the written scale<\/td>\n<td>Read the scale, find the row that matches the evidence, write the number<\/td>\n<td>A 4 from one interviewer is a 3 from another<\/td>\n<\/tr>\n<tr>\n<td>Score before the debrief<\/td>\n<td>Complete the form alone, then compare<\/td>\n<td>The first strong opinion in the room sets everyone&#8217;s scores<\/td>\n<\/tr>\n<tr>\n<td>Recommend, don&#8217;t summarize<\/td>\n<td>Strong hire \/ hire \/ no hire \/ strong no hire, with the one reason<\/td>\n<td>\u00abGood candidate, some concerns\u00bb helps nobody decide<\/td>\n<\/tr>\n<\/table>\n<\/div>\n<h2 id=\"sec-4\">The rating scale, written down<\/h2>\n<p>The scale on the form is the same one we use across every guide in the interview questions library. The point is not the numbers; it is that everyone rates against the same definition of what a 3 looks like.<\/p>\n<div class=\"vq-tw\">\n<table>\n<tr>\n<td>Score<\/td>\n<td>Meaning<\/td>\n<td>Typical evidence<\/td>\n<\/tr>\n<tr>\n<td>1<\/td>\n<td>No example<\/td>\n<td>Talks in the abstract; no real situation<\/td>\n<\/tr>\n<tr>\n<td>2<\/td>\n<td>Generic example<\/td>\n<td>A situation, but their own actions are vague<\/td>\n<\/tr>\n<tr>\n<td>3<\/td>\n<td>Solid example<\/td>\n<td>Specific situation, their actions, an outcome<\/td>\n<\/tr>\n<tr>\n<td>4<\/td>\n<td>Strong example<\/td>\n<td>Above, plus the trade-off made and what they would change<\/td>\n<\/tr>\n<tr>\n<td>5<\/td>\n<td>Exceptional<\/td>\n<td>Above, plus lasting impact on the team or the result<\/td>\n<\/tr>\n<\/table>\n<\/div>\n<h2 id=\"sec-5\">How to write the evaluation: the evidence column<\/h2>\n<p>The evidence column is where most forms fail. A good line is short, specific and quotes the candidate: \u00abInherited a team of 6 with two people on PIPs; had both conversations in week two; one improved, one left.\u00bb A bad line is an adjective: \u00abstrong leader\u00bb. If you cannot write the evidence, you do not have the rating. Voicit records the interview and fills this column with the candidate&#8217;s literal answers, which is the part interviewers skip when they are taking notes by hand.<\/p>\n<h2 id=\"sec-6\">Common mistakes with interview evaluation forms<\/h2>\n<p>Rating everything a 3 or a 4 to avoid a decision; filling in the form days later; changing the criteria per candidate; letting the hiring manager&#8217;s form carry more weight than the panel&#8217;s; and treating the overall rating as an average of the rows. The overall rating should be a judgment informed by the rows, and a single 1 on a must-have criterion should be able to sink an otherwise strong candidate. The form is a record of evidence, not a formula.<\/p>\n<h2 id=\"sec-7\">Evaluation form or scorecard?<\/h2>\n<p>They are the same idea at two levels of detail. The evaluation form on this page is one page per interview, seven criteria, fast to fill in. The <a href=\"https:\/\/voicit.com\/en\/interview-questions\/interview-scorecard-template\/\" style=\"color:#046bd2;text-decoration:underline;\">interview scorecard template<\/a> adds weights per competency, a weighted total and a second sheet with 30 questions by competency \u2014 use it when several interviewers assess the same candidate and you want a single comparable score. Start with the form; move to the scorecard when the process has more than one round.<\/p>\n<div class=\"vq-cta\">\n<p><strong>Stop writing up interviews by hand.<\/strong> Voicit records the interview, transcribes it and fills your scorecard against the competencies you defined &mdash; so you can listen instead of typing.<\/p>\n<p><a href=\"https:\/\/voicit.com\/en\/human-resources\/\">See how it works<\/a><\/div>\n<h2>Frequently asked questions<\/h2>\n<div class=\"vq-faq\">\n<h3>What is an interview evaluation form?<\/h3>\n<p>A one-page document the interviewer completes after each interview: the criteria for the role, a rating for each on a shared scale, the evidence behind each rating, and an overall recommendation. It exists so that candidates can be compared on the same basis and so that a hiring decision can be explained later.<\/p>\n<h3>How do you write an interview evaluation?<\/h3>\n<p>Decide the criteria before the interview, write one line of evidence per criterion during it (what the candidate said or did, in their words), rate each against the written 1-5 scale, and end with a recommendation and the single main reason. Do it alone, before the debrief, so your rating is not shaped by the room.<\/p>\n<h3>What criteria should an interview evaluation form include?<\/h3>\n<p>The four to seven things the role actually needs, decided before the interview: usually the core role-specific skill plus a handful of competencies such as problem solving, communication, collaboration, adaptability and accountability, and motivation for this role. Delete rows that do not apply; do not add rows after meeting the candidate.<\/p>\n<h3>How do you write an interview assessment report?<\/h3>\n<p>Take the completed forms from every interviewer and summarize them by criterion, not by interviewer: where the panel agreed, where it disagreed and why, the strongest evidence on each side, and the recommendation with its main reason. Attach the forms. A report that reads as a list of opinions has skipped the evidence step.<\/p>\n<h3>Should the candidate see the interview evaluation form?<\/h3>\n<p>In most jurisdictions candidates can request personal data held about them, and in the EU under GDPR that includes interview notes. Write the form as if the candidate will read it: evidence and observations, not personal remarks. It is also simply better feedback if you decide to share it.<\/p>\n<\/div>\n<h2>Keep reading<\/h2>\n<div class=\"vq-rel-grid\"><a class=\"vq-relcard\" href=\"https:\/\/voicit.com\/en\/interview-questions\/interview-scorecard-template\/\">Interview scorecard template (Excel with weighted score)<\/a><a class=\"vq-relcard\" href=\"https:\/\/voicit.com\/en\/interview-questions\/interview-questions-to-ask-candidates\/\">Interview questions to ask candidates: the complete guide<\/a><a class=\"vq-relcard\" href=\"https:\/\/voicit.com\/en\/interview-questions\/behavioral-interview-questions\/\">24 behavioral interview questions by competency<\/a><a class=\"vq-relcard\" href=\"https:\/\/voicit.com\/en\/human-resources\/\">Voicit fills the evaluation form for you after every interview<\/a><\/div>\n<div class=\"vq-author\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/www.gravatar.com\/avatar\/9606a7cf8a077e463d66ccba5e8cd71f?s=160\" width=\"64\" height=\"64\" alt=\"\u00c1lvaro Arrescurrenaga\" loading=\"lazy\"><\/p>\n<div>\n<div class=\"vq-author-name\">\u00c1lvaro Arrescurrenaga<\/div>\n<div class=\"vq-author-role\">CEO and co-founder of Voicit<\/div>\n<p>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.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<p><script type=\"application\/ld+json\">{\"@context\": \"https:\/\/schema.org\", \"@type\": \"FAQPage\", \"mainEntity\": [{\"@type\": \"Question\", \"name\": \"What is an interview evaluation form?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"A one-page document the interviewer completes after each interview: the criteria for the role, a rating for each on a shared scale, the evidence behind each rating, and an overall recommendation. 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