Interview Score Sheet

What is Interview Score Sheet?

An Interview Score Sheet is a document designed to assess and evaluate candidates during an interview process. It provides a structured format for interviewers to rate candidate responses and qualifications based on predetermined criteria. The scores obtained from the sheet help in comparing and ranking the candidates objectively.

What are the types of Interview Score Sheet?

There are mainly three types of Interview Score Sheets:

Structured Interview Score Sheet: This type of score sheet consists of a fixed set of questions and criteria to evaluate each candidate consistently. It ensures fairness and uniformity in the evaluation process.
Behavioral Interview Score Sheet: In this type of score sheet, the focus is on assessing the candidate's past behavior and how it aligns with the job requirements. It helps in predicting future performance based on past actions.
Competency-based Interview Score Sheet: This score sheet is designed to evaluate the candidate's competencies and skills relevant to the job. It assesses specific behaviors and abilities required for successful performance in the role.

How to complete Interview Score Sheet

Completing an Interview Score Sheet efficiently and effectively requires the following steps:

01
Prepare the Score Sheet: Determine the evaluation criteria and questions that will be used to assess candidates. Create a structured format with rating scales or scoring systems.
02
Take Notes During the Interview: As the interview progresses, make notes of the candidate's responses, strengths, weaknesses, and overall suitability for the position. Refer to the predetermined criteria to guide your observations.
03
Evaluate and Assign Scores: Assess each candidate's performance based on the predetermined criteria and scoring system. Assign scores consistently and objectively.
04
Review and Compare Scores: Once all candidates have been evaluated, review the scores and compare them to identify the top candidates. Consider additional factors such as qualifications, experience, and potential fit within the organization.
05
Provide Feedback: Finally, provide constructive feedback to each candidate, highlighting their strengths and areas for improvement. This feedback should be based on the evaluation conducted using the Interview Score Sheet.

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Video Tutorial How to Fill Out Interview Score Sheet

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Questions & answers

Parts of a recruitment scorecard To make an interview scorecard, decide which skills your client needs in a candidate. Then, create questions based off of those skills. Use the same scorecard with each potential candidate for a job order. The scorecard also has a rating system that helps you compare candidates.
What is an interview score sheet? An interview score sheet is used by hiring teams to evaluate candidates fairly and objectively during the shortlisting and interview process. Each interviewer scores the candidate on the same set of criteria and the hiring team can then meet and compare the scores of the candidates.
The scorecard is a list of the skills, traits, and qualifications someone will need to have in order to be successful in the upcoming role. These attributes are what the interview process will be designed to test and verify for each candidate.
It's a checklist to make sure you stay focused before, during and after the interview. Creating a cheat sheet will help you feel more prepared and confident. You shouldn't memorize what's on the sheet or check it off during the interview. You should use your cheat sheet to remind you of key facts.
The ideal interview scorecard should include a number of questions relating to relevant skills, desirable personality traits, and specific work experience. It's impossible to recommend how many questions should be on the scorecard because each job has different requirements.
The easiest way to assign different weight/ numerical value to different interview questions is by using multipliers. This way you can use the same scale i.e. 5 point or 10 point scale and simply use a multiplier to assign greater weight to questions with greater complexity and/or importance.