Work even better with your hiring team using Mural’s features
Oh, you didn’t think working with our interview scorecard template couldn’t get better? Happy to disappoint. Here are some of our favorite features you can use to make this template even better.
Anonymous voting
Gain consensus and reach alignment quickly, either in real time or asynchronously.
Asynchronous collaboration
Innovate and collaborate effectively together without booking time on calendars.
Commenting
Add comments and tag collaborators for smooth asynchronous communication.
Easy sharing
There are no barriers to collaboration with the ability to safely and securely share murals with others.
Outline navigation & instructions
Structure your mural for easy navigation, then add activity instructions for collaborators.
Tags on sticky notes
Customizable labels make it easy to find, organize, and categorize your work in a mural.
What are some good interview questions I should be asking?
The interview questions you choose should test a person’s hard skills, soft skills, and their ability to learn and grow. Here are some examples of questions to ask.
Role-specific questions
Can you describe a project where you used [specific skill]?
How do you handle tight deadlines or high-pressure situations?
Behavioral questions
Tell me about a time you faced a challenge at work and how you overcame it.
Describe a situation where you had to work with a difficult team member.
Cultural fit questions
What work environment helps you thrive the most?
How do you handle feedback, and can you give an example of when it helped you improve?
Growth and motivation questions
What are your career goals for the next 3-5 years?
What drives you to perform at your best?
Problem-solving questions
Can you walk me through your process for solving [specific type of problem]?
Describe a time when you had to make a quick decision with limited information.
What makes a good hiring scorecard?
A good hiring scorecard should feature clear, relevant criteria that focus on competencies and traits directly tied to the job, including technical skills, communication, adaptability, and cultural fit.
It’s essential to implement a structured scoring system in your interview evaluation sheet template with a consistent rating scale (e.g., 1-5 or 1-10) and well-defined score levels to minimize subjectivity. Assigning different weights to each criterion based on their importance to the role helps prioritize aspects like technical skills over communication when necessary.
Additionally, the scorecard should allow space for interviewers to jot down notes and specific examples to provide context for their scores. Lastly, it should be user-friendly for all interview panel members, with standardized language and criteria to ensure consistent evaluations across the board.
What should not be included in a scorecard?
There are plenty of things to keep off of a scorecard, including:
Irrelevant or vague criteria: Avoid criteria that aren’t directly tied to the job or are too broad to measure accurately, like “likability.”
Personal biases or assumptions: Stay away from criteria that could lead to unconscious bias, such as personal hobbies or background details not related to the role.
Overly complex rating systems: Keep the scoring system simple to avoid confusion and ensure consistency. Too many options can create more variability in scores.
Negative language or leading statements: Avoid using language that assumes a negative outcome, such as “reasons this candidate might fail.” Focus on objective and positive phrasing
Unstructured free-form sections: While notes are useful, large unstructured sections can lead to inconsistency. Instead, prompt for specific examples or observations.
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