Structured interview scorecard
OfficialOfficial · updated Nov 4, 2026 · v1.0.1
Builds a structured interview scorecard: 4 to 6 job-related competencies, 1 to 4 behavioral anchors, evidence fields and a hire/no-hire rule set in advance.
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When to use it
- You're setting up an interview loop and need one rating sheet
- Debriefs run on gut feel with nothing written down
What you give it
- Role scorecard or job post
- Interview stages and interviewers
What you get
A scorecard per stage with anchored 1-4 ratings, question and evidence fields, and a written decision rule.
Changelog
- v1.0.1 · Nov 4, 2026 · Example: the output label says two competencies are shown, as they are.
- v1.0.0 · Nov 4, 2026 · First release.
Sources
- A guide to structured interviewing for better hiring practices - Google re:Work (2026-11-04)
- Structured Interviews (US Office of Personnel Management) (2026-11-04)
- Appointment processes: how to conduct interviews (Public Service Commission of Canada) (2026-11-04)
- Prohibited Employment Policies/Practices | U.S. Equal Employment Opportunity Commission (2026-11-04)
Related skills
- Structured interview questions Writes behavioral and situational interview questions mapped to competencies, with prepared probes, strong and weak answers, and a never-ask list.
- Role intake and scorecard Runs the hiring-manager intake and turns it into a role scorecard: mission, measurable outcomes, 5 or fewer must-haves, level, deal breakers, loop and sourcing plan.
- Candidate summary for a debrief Summarizes interview notes, scorecards and CV into a debrief brief: evidence per competency, disagreements, concerns, open questions, and a separate recommendation.