Interview scorecard
Also called: interview score card, feedback form
What a scorecard contains
A working scorecard has four parts:
- Dimensions and scores: each dimension from the hiring plan, rated 1-5 with the rubric inline.
- Written rationale: a sentence or two of evidence per dimension. “Strong” without evidence is unusable.
- Quotes: specific things the candidate said that drove the rating. Quotes survive interviewer memory; impressions don’t.
- Recommendation: hire, no-hire, with a confidence level.
Filled in within 24 hours of the interview. After that, the details fade and the rationale becomes invention.
Why scorecards matter
Three things break when interviews aren’t scored on paper:
- The debrief defaults to the loudest voice in the room.
- Promotions and reviews later can’t reference what the candidate showed in the interview.
- Pattern-matching across candidates becomes impossible — you can’t compare an interview from January to one in March without written records.
Format conventions
A scorecard is short. 5-15 minutes to fill in. If it takes 45 minutes, the form is over-built and interviewers will skip it.
Where Join fits
Scorecards in Join open inline on the candidate page with the rubric prefilled from the role. Every panelist sees the same template; the debrief reads them side-by-side. See the features page.
