A scorecard makes interviews fairer and easier to compare. Every candidate is asked the same job-related questions and scored on the same scale, and you keep a written record of why you made your decision.
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Important: please read
This template is a free starting point, not legal advice. MadyHR.ai is not a law firm and cannot give legal advice. Employment law is different in every state, and some cities have their own rules. Laws also change. Before you use this template, check it against the laws where your employees work, and speak to an employment attorney or your state labor department if you are unsure. You use this template at your own risk, and MadyHR.ai accepts no responsibility for how it is used. Links to official government websites are given for information only; MadyHR.ai is not affiliated with or endorsed by any government agency.
When to use this template
Structured interviews for any role
Panel interviews with several interviewers
Comparing a shortlist of candidates
Tips before you use it
Write the questions before the first interview and ask them of every candidate.
Score each answer straight after the interview, before discussing it with others.
Never note anything about age, family plans, religion, national origin, disability, pregnancy or other protected traits.
Keep scorecards for at least one year — the EEOC recordkeeping rules apply to hiring records.
Template preview
Replace everything in [brackets] and delete the notes for employers before you use it. The Word download contains the full template.
[Company Name]
Interview Scorecard
Candidate: [Candidate Name]
Role: [Job Title]
Interviewer: [Interviewer Name]
Date: [Date]
Interview type (phone / video / in person)
Rating scale
1 = Does not meet 2 = Partly meets 3 = Meets 4 = Exceeds 5 = Far exceeds
Scores
Criterion / question
Evidence from the answer
Score (1–5)
Note for employer (delete before use): Fill the first column before interviews begin, using the essential functions from the job description. Use the same rows for every candidate.
EEOC rules generally require employers to keep hiring records, including applications and interview notes, for at least one year from the date the record was made or the hiring decision, whichever is later. Keep them longer if a charge of discrimination is filed.
What questions should I avoid in an interview?
Avoid questions about age, race, religion, national origin, marital or family status, pregnancy, disability, genetic information and other protected traits. Stick to the skills and experience the job requires.
Official sources
Each source below is an official U.S. government website. Check them for the latest rules.
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