An interview evaluation form allows interviewers to assess and score job applicants consistently, allowing for more objective screening. Data from the forms is then transferred to an interview scorecard used by HR or the hiring manager to determine which candidate, based on all interviewer feedback, is the best fit for the organization.
We have included eight free interview evaluation forms and three free scorecards that you can customize for specific types of interviews and job roles. You can download all 11 templates with the link below, or download only the individual template(s) you need.
Simple Interview Evaluation Form
The simple interview evaluation form is the best and easiest evaluation form to use if your interviewers don’t have much experience or if you only need a simple one-page document to jot down notes and score the candidate on 5-10 job qualifications. It allows raters to assess each candidate using three choices (poor, OK, great).
Because these templates are editable, you can modify each to suit your particular needs by changing the text in the categories, modifying the rating scale, or adding your logo.
Job-specific Simple Interview Evaluation Forms
These forms take the basic questions provided in the interview evaluation form template and customize them to specific job roles. For example, candidates for a retail job may need point-of-sale (POS) experience, while candidates for an administrative role may need specific computer expertise. Browse the tabs below to download job-specific simple interview evaluation forms.
Complex Interview Evaluation Form
A complex interview evaluation form is more detailed and contains additional behavioral interview questions that are appropriate to ask in professional interviews. Use this customizable template if you’re looking to document results from a detailed behavioral interview, as well as job-specific qualifications, personality traits, and organizational fit.
Job-specific Complex Evaluation Forms
These forms use the same format provided in the complex interview evaluation form and further customize the behavioral and technical questions to suit specific job roles. For example, managers need to inspire team members, project managers may need PMP certification, and technical team members may need to have specific hardware or software expertise.
Free Interview Evaluation Scorecards
Once individual interviewers have completed their rating of a candidate using the evaluation form(s), you can input that data into an interview evaluation scorecard to compare everyone’s interview ratings for the same candidate. This way, you can determine the average rating for each candidate and decide (without bias) whether or not you should move the candidate forward in the hiring process. Browse the tabs below to download our free interview evaluation scorecards.
After evaluating and scoring the candidate, if you choose not to move forward, please consider sending the applicant a professional rejection letter to maintain goodwill and encourage the applicant to apply for other positions that may be a better fit.
Training Interviewers to Use Interview Evaluation Forms
Our free interview evaluation forms are straightforward, containing 10-20 questions, room to make reminder notes about each rating, and a three-point rating scale for interviewers to choose from. All interviewers should use the same form and rating system for consistency. In addition to training on how to conduct an interview (including what not to ask), your interviewer training can be as simple as showing the interviewer how to use and score the form:
- Complete form information, such as interviewer name, candidate name, job title, and date
- Rate candidate on each of the questions (poor, OK, great) by using a checkmark
- Once the interviewer evaluation ratings are complete, count the number of each “poor”, “OK” and “great” ratings and write that number at the bottom of the interview evaluation form
- Interviewers then circle their overall rating (which is subjective; it may or may not match the numeric score)
- Last, they should indicate “yes” or “no” on whether they recommend the candidate
- If they have comments as to why they made a recommendation, they can write those in the notes section
With complex interview evaluation forms, you may want to explain why you chose specific behavioral and technical interview questions. It is scored the same way as the simpler versions; however, it typically has more questions.
Do’s & Don’ts of an Interview Evaluation Form
Whether you use our free templates or create your own, an interview evaluation form should have basic candidate information and job-related questions. However, be careful when you make your interview evaluation form that you do not ask or rate anything that could be subject to discovery in a litigation process, such as any demographic, gender, or other protected-class information that may violate labor laws. Below is a list of what to include and what not to include on your interview evaluation forms.
What TO Include
What NOT to Include
First and last name of candidate
Candidate gender or gender identity
Position or job title
Candidate marital or family status
Name of interviewer
Candidate race, ethnic, or religious background
Date and/or time of interview
Candidate age or date of birth
Candidate location (it’s OK to indicate candidate’s preferred work location)
Candidate disability or pregnancy
Be cautious of illegal questions you cannot ask during the hiring process.
Like most business tools, the exact interview evaluation form you need should be right for your business and the specific job for which the candidates are applying. If you are looking for a simple evaluation form, with 10 or fewer questions, download and customize the simple interview evaluation template. If you’re hiring your first manager or interviewing for a senior-level role, you might consider using a more complex template that is job-specific.
We’ve also provided three versions of interview evaluation scorecard templates for you to choose from, both to compare interviewer feedback on a candidate and to compare multiple candidates against each other for the same job.