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Interview Scoring Grid

This document provides a scoring grid for interviewing and evaluating candidates for a job position. It instructs the panel members to score each candidate's answers on a scale of 0 to 5 based on relevance and examples provided. The questions are also weighted based on importance to the position. Space is included to record the candidate's total scores for questions and any assessment tests. At the end, the interviewers should ask the candidate if they have any questions and provide next steps on the hiring process and notification of results.

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Jen Jen
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408 views

Interview Scoring Grid

This document provides a scoring grid for interviewing and evaluating candidates for a job position. It instructs the panel members to score each candidate's answers on a scale of 0 to 5 based on relevance and examples provided. The questions are also weighted based on importance to the position. Space is included to record the candidate's total scores for questions and any assessment tests. At the end, the interviewers should ask the candidate if they have any questions and provide next steps on the hiring process and notification of results.

Uploaded by

Jen Jen
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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INTERVIEW SCORING GRID

Job title:

Date of interview

Candidate

• Each member of the panel should make notes (on a separate sheet) and score each candidate. Scores should then be added up and used when making a decision.
• The panel should also decide which questions will be asked by each member of the panel.

Scoring – candidates answers should be scored as follows:


No answer given or answer completely irrelevant. Some points covered, not all relevant. Some Good answer. Relevant information. All or most
0 2 4
No examples given. examples given. points covered. Good examples.

A few good points but main issues missing. No Some points covered. Relevant information given. Perfect answer. All points addressed. All points
1 3 5
examples/irrelevant examples given Some examples given. relevant. Good examples.
Weighting – questions can be weighted 1 (low importance) or 2 (high importance) to reflect their overall importance to the position.

The Interview
Introductions
Person specification criteria Related question(s) Weight Score
Total
(1-2) (0-5)
Total score (questions)

Person specification criteria Assessment test(s) Weight Score


Total
(1-2) (0-5)

Total score (tests)

• How much notice do they have to give?


• When can they start?
• Holiday?

Now give the candidate an opportunity to ask any questions that they might have and answer them.

Ending the interview:


• Thank the candidate for attending the interview.
• Let them know what happens next i.e. when you will be making your decision and how you will be letting them know the results (candidates who have
attended the interview should be made aware of your decision either way).

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