Build an interview scorecard with the same questions for every candidate and a 1 to 5 score for each answer. Print a sheet per interview or score it on screen, without signing up.
SAME QUESTIONS, FAIR SCORESNo account needed
Edit the sample questions for your job, then print a sheet for each interview or score it here. Your scorecard stays in this tab if you refresh; save a file to keep it. Nothing is uploaded, so candidates' names and scores stay on your device.
1. The interview
2. Questions
Ask every candidate the same questions in the same order, and note what a good answer shows before the first interview. Score each answer from 1 to 5: 1 = no evidence · 3 = what the job needs · 5 = strong evidence.
Question 1
This is already the first question.
Question 2
Question 3
Question 4
Question 5
Question 6
This is already the last question.
3. Notes
Write down what the candidate said and did, not guesses about them. Keep scorecards as long as your local rules require and no longer.
Question check
No common problem topics found in the questions.
This checks a short list of topics interviewers are usually told to avoid. It is not legal advice; see the guidance linked below the tool.
Scorecard preview
Sales associate interview · Meadow Corner
Candidate
Interviewer
Date
Score each answer: 1 = no evidence · 3 = what the job needs · 5 = strong evidence
Tell me about a time you helped a customer who was unhappy. What did you do?
Listen for: Listens, stays calm, finds a fix or knows when to ask for help.
12345
The queue is long and the phone is ringing. What do you do first?
Listen for: Serves the queue, acknowledges the call, asks a colleague to help.
12345
Have you handled cash or card payments before? Talk me through closing a till.
Listen for: Counts carefully, checks against the total, reports differences.
12345
Tell me about something you learned quickly for a job or course.
Listen for: Asks questions, practises, checks their own work.
12345
This job is Saturdays and Sundays, 9 am to 5 pm. Can you work those hours?
Listen for: A clear answer about the hours the job needs.
12345
Why would you like to work here?
Listen for: Knows what the shop sells; interest in customers or the products.
12345
Total: ______ of 30
Notes
Reopen a JSON file downloaded from this tool, up to 1 MB. Read on your device without uploading.
Compare candidates on the same questions instead of a general impression. This free interview scorecard template holds your questions, what a good answer shows and a 1 to 5 score for each answer, then prints a sheet for each interview. Start with the sample questions for a shop-floor job and change them for yours.
Build an interview scorecard
Enter the job title, and the candidate, interviewer and date if you want them printed.
Edit the questions. Keep between five and eight for a 30-minute interview, and move them into the order you will ask them.
For each question, write what a good answer shows, such as stays calm and finds a fix.
Read the question check, then print a blank sheet for each interview or score answers on screen.
Score each answer from 1 to 5: 1 means no evidence, 3 means what the job needs, and 5 means strong evidence.
The total and average count only the questions you have scored. Start a blank scorecard to keep the questions and clear the candidate, scores and notes for the next interview.
Ask everyone the same questions
A structured interview asks every candidate the same questions in the same order and scores the answers against the same standard. It makes candidates easier to compare and keeps the interview about the job. Decide what a good answer shows before the first interview, and score each answer straight after the candidate gives it.
Ask about what someone has done, such as a time they helped an unhappy customer, and about the real conditions of the job, such as weekend hours or lifting boxes. Write down what the candidate said, not guesses about them.
Questions to leave out
The question check flags a short list of topics interviewers are usually told to avoid: age, family plans and children, religion, where someone is from, and health. Ask instead whether the person can work the hours and do the tasks the job needs, with or without adjustments, and whether they are allowed to work in the country. In the United States, the EEOC explains the rules on pre-employment inquiries and other hiring practices. In the UK, GOV.UK covers avoiding discrimination in recruitment. The check is a prompt, not legal advice.
Can I make an interview scorecard without an account?
Yes. The scorecard opens with sample questions and works without a login or email address. Candidates' names and scores are not uploaded.
Can I use the same scorecard for several candidates?
Yes. Save the scorecard as a file, then start a blank one: it keeps the role and questions and clears the candidate, scores and notes.
Should I score during the interview?
Score each answer straight after it is given, while it is fresh, and add notes about what the candidate said. Compare totals only between candidates asked the same questions.