Start with the work the role requires.
A scorecard is useful when it connects the requirements of a role to evidence from an interview. The U.S. Office of Personnel Management describes structured interviews as using predetermined, job-related questions and consistent rating standards. Read OPM’s overview.
Before interviewing, identify three to five requirements that matter for this role. Describe each in observable terms. “Plans work across competing deadlines” gives an interviewer something to assess; a vague impression such as “seems like a fit” does not explain the evidence.
Use the first page of the template to connect each requirement with a question and examples of what meeting that requirement would look like. Agree on those criteria with the interview team before using the scorecard.
Connect each question to a requirement.
Plan the same core questions and order for candidates interviewing for the same role. Agree on neutral follow-up prompts that help clarify an answer, such as asking about the person’s own actions or the result.
Example requirement: planning and follow-through.
Example question: “Tell us about a time you planned work with competing deadlines. How did you decide what came first, and what happened?”
Choose questions that give candidates a reasonable opportunity to describe relevant evidence. Keep notes focused on the work, the actions described, and the outcome.
Define the ratings before you use them.
The following scale is a starting point for discussion. Add role-specific examples to make the differences between ratings clear. A number should have an explanation behind it.
| Rating | Evidence to look for |
|---|---|
| 1 · Limited | The answer provides little relevant evidence of the defined requirement. |
| 2 · Partial | Some relevant actions are described, but important parts of the requirement remain unclear. |
| 3 · Meets | The answer gives clear evidence of the actions and outcomes defined for this role. |
| 4 · Strong | The answer shows the requirement in a more demanding situation, with clear reasoning. |
| 5 · Thorough | The answer shows well-supported decisions, relevant complexity, and thoughtful learning from the outcome. |
| N/O · Not observed | There is not enough information to assess this requirement. Record what needs clarification. |
“Not observed” is a prompt to examine the information gap. It is not a zero score.
Review the evidence together.
Have interviewers record their ratings and supporting notes independently before discussing the candidate. Where ratings differ, return to the agreed requirement and the evidence behind each rating.
Record what is clear, what needs clarification, and the reason for the next step. Use the scorecard to support a considered decision about the role; a total alone does not explain someone’s capabilities or resolve missing information.
The downloadable template includes a preparation sheet and a blank scorecard. Adapt it to the role and your organization’s hiring process before using it.
Put it into practice
Work through your approach.
Bring a role you are hiring for and a draft of your interview plan. A Working Meeting with Toni offers time to discuss the requirements, questions, and next steps.
Book a Working Meeting · 60 minutes
