Role scorecard
Record behavioural evidence before choosing a rating. Use the same criteria for every candidate for this role.
Free hiring tool
Interview scorecard generator
I start with evidence, then add a score. Build a consistent interview around the skills your role actually needs.
My interview scorecard generator turns a role and its required competencies into a practical interview sheet. Choose behavioural questions, set relative weights and use anchored ratings from one to five. Fill scores and evidence on screen, check the weighted result, then copy the sheet as text or print it to PDF.
Prepare before the interview
Choose what you will assess
Add a custom competency
How it works
Evidence before arithmetic
Choose job-related criteria
I start with the work the person will do. Select competencies that matter to that work and agree the weights before interviewing. Ask the same core questions and make room for follow-up questions about the candidate's own actions and results.
Use anchored ratings
Each library competency has two behavioural prompts and five descriptions of observable evidence. A 1 means the evidence is weak or missing; a 3 meets the described expectation; a 5 shows repeated strength and wider impact. Missing evidence can also stay unrated while you follow up.
Calculate a weighted result
Weighted score = sum of score × weight ÷ sum of rated weights. For example ratings of 4 at weight 2 and 3 at weight 1 produce (4 × 2 + 3 × 1) ÷ 3 = 3.67 out of 5. The percentage is that score divided by 5, not a pass probability. Zero weights are excluded.
Review gaps before deciding
Unrated competencies do not become zeros. I show rated weight coverage and label incomplete results as provisional. Review the evidence, missing ratings and role requirements with your interview panel. A weighted total cannot remove bias or replace a considered hiring decision.
Questions I hear
Interview scorecard FAQs
What is an interview scorecard?
I use a scorecard to agree what a role needs before interviewing. Each competency has behavioural questions, rating anchors and a weight. Interviewers record evidence and rate it against the same criteria.
How is the weighted score calculated?
I multiply each rated competency score by its weight, add those products and divide by the sum of the rated weights. The result is out of five. Unrated competencies are excluded, and the result stays provisional until every positive-weight competency has a rating.
Do weights have to add up to 100?
No. I normalise the weights automatically. A weight of 2 counts twice as much as a weight of 1. A zero-weight competency stays on the sheet as a discussion prompt but does not affect the total.
Can I change the questions for my role?
Yes. Add a custom competency with two or three questions and your own anchors for scores 1-5. Select only the library competencies that matter. Agree your criteria and weights before comparing candidates.
Can I print a blank scorecard?
Yes. Leave the ratings blank and choose Print / save as PDF. The printed sheet includes questions, anchors, weights and space for evidence. The page controls and site navigation are hidden from the print layout.
Where are interview notes stored?
I do not upload or persist role details, ratings or notes. They exist only on the current page and disappear on reload. Copy or print the scorecard if you want to keep it, and handle that exported document according to your hiring process.
Make hiring repeatable
Build a practical hiring workflow
I can help connect role requirements, structured interviews and a clear handoff into your team.
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