Word template · Reports
Interview scorecard template with competency ratings
An interview scorecard is the structured record of one interview: a rating against each competency in the role, the evidence the interviewer heard for it, overall strengths and concerns, and a recommendation to proceed or not. Used for every interviewer and every candidate, it makes decisions comparable and defensible. This Word template has the competency table with rating and evidence columns, and Formatix fills the candidate's career facts from the CV so the interviewer writes only the judgement.
A scorecard filled in from memory two days later is not evidence. One that is already set up with the candidate's details, the role's competencies and a place for the evidence under each is filled in during or straight after the interview, which is when it is worth anything.
10 free credits, no card needed. One credit fills one document.
An editable file with neutral branding and a fictional example candidate, to fill in by hand. Formatix fills it automatically from a CV.
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What's in the template
A structured scorecard: ratings against each competency with evidence, strengths and concerns, and a clear recommendation.
- Interviewer, stage, date and interview format
- Overall rating and recommendation
- Rating for each competency, drawn from the interviewer's scores, with evidence
- Strengths observed and concerns to explore
- Recommendation and next step, signed off by the interviewer
What it's for: Writing up an interview consistently, so candidates can be compared fairly.
WordDelivered as an editable Word file, or saved as PDF.
Who uses it
Search consultants after a candidate interview
The internal record that feeds the assessment report and the shortlist discussion.
Hiring managers and interview panels
The same card for every interviewer, so ratings can be compared in the debrief.
Agencies that share interview notes with clients
A clean, branded summary of the consultant's interview instead of an email.
How to use an interview scorecard
A scorecard only works if every interviewer uses the same competencies and the same scale, and writes down what they heard rather than how they felt. This is how to set one up and fill it in.
What to include
- Candidate, role, interviewer, interview stage, date and format (video, in person, panel).
- Four to eight competencies taken from the job specification, the same for every candidate in the process.
- A rating for each competency, with the evidence the interviewer heard written next to it.
- An overall rating, the main strengths and the concerns to explore at the next stage.
- A recommendation (proceed, hold or decline) and the next step, signed off by the interviewer.
The rating scale
This template uses a five-point scale based on the evidence heard. Agree the scale before the first interview, so a 3 means the same thing from every interviewer.
| Score | Meaning | What it looks like |
|---|---|---|
| 1 | Little evidence | No relevant example, or an example that shows the opposite. |
| 2 | Some evidence | A partial or second-hand example; the candidate described what the team did. |
| 3 | Meets the bar | A clear, recent example at the level the role needs. |
| 4 | Strong | Several examples, with results the candidate owned and can quantify. |
| 5 | Exceptional | Repeated, measurable impact well above the level of the role. |
Example competencies and questions
| Competency | Example question |
|---|---|
| Leadership | Tell me about a time you had to turn round an under-performing team. What did you change first? |
| Commercial judgement | Describe a decision where the numbers and your instinct disagreed. What did you do? |
| Stakeholder management | Who was the hardest stakeholder you have had to bring round, and how did you do it? |
| Delivery | Walk me through a project that slipped. When did you know, and what did you do about it? |
| Role-specific skill | Take one example from your CV and explain exactly what your part in it was. |
Tips that make scores comparable
- Score straight after the interview, before talking to the other interviewers.
- Write the evidence first and the score second; a score without evidence cannot be defended later.
- Ask every candidate the same core questions for each competency.
- Compare candidates on the scorecard matrix (Excel), which weights the competencies and ranks the totals.
How you use it
- 1
Pick the template
Open Formatix, choose this template in Studio, and give us your website. We pull your logo, colours and fonts and rebuild the template in your brand. You see a sample before you use it.
- 2
Drop a CV or your notes
Upload the candidate's CV, in any layout or language. For reports that carry your ratings or notes, add them alongside the CV. One credit fills one document.
- 3
Check and send
The filled document appears beside the original for checking. Edit anything in place, then download the Word, PowerPoint or Excel file, or save it as PDF.
Download or automate? The free download is a plain file you fill in by hand. In Formatix the template is rebuilt in your brand, with your logo, colours and fonts taken from your website, and filled from a CV or your notes in about a minute. What you keep is the finished document: an editable Word, PowerPoint or Excel file.
Ask for changes in plain words, such as "move the photo to the right" or "add a Languages section", and the template is updated with the rest of its formatting kept. If you already have a document you send clients, upload that instead and Formatix turns it into a template. How Studio builds templates
Questions about this template
- What is on an interview scorecard?
- Candidate, role, interviewer and date; the competencies for the role, each with a rating and the evidence heard; overall strengths and concerns; a recommendation; and next steps. This template carries all of them.
- Can the competencies be changed per role?
- Yes. The competency list is a field you set when you fill the card, or you keep a version of the template per role family.
- Does Formatix rate the candidate?
- No. The interviewer enters every rating and the evidence. Formatix fills the candidate's career facts from the CV and lays the card out.
- Can several candidates be compared on one sheet?
- Yes, with the scorecard matrix: an Excel workbook with the criteria and their weights down the side, one column per candidate, and weighted totals and a ranking calculated from the interviewers' scores.
- Can I download this template?
- Yes. A free, editable Word version with neutral branding and a fictional example candidate is on this page, to fill in by hand. To have it rebuilt in your brand and filled automatically from a CV, use it in Formatix; what you keep is an editable Word file.
Related templates and pages
WordExecutive assessment reportA multi-page report on a finalist: executive summary, competency ratings drawn as bars from your scores, career overview and the consultant's view.
ExcelScorecard matrixA weighted evaluation matrix in Excel: the criteria and their weights down the side, one column per candidate, scores from the consultant, live weighted totals and a ranking.
WordReference reportA reference write-up that records who the referee is, how they know the candidate and what they said, question by question.
Use the interview scorecard in your brand
Give us your website, and the template is rebuilt with your logo, colours and fonts. Your first ten documents are free, with no card, valid for 14 days.
Formatix fills it from the CV for you: see our CV formatting software, or bulk CV formatting for a whole shortlist at once.