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Using the interview scorecard
Using the interview scorecard

How to run and score an interview

Josh Spencer avatar
Written by Josh Spencer
Updated over a week ago

Equipped with an interview scorecard, you are now ready to conduct your interview. This article shares instructions and best practices on how to do so.

Accessing the scorecard

In order to view an interview scorecard, there must be one assigned to you. You are able to see all interviews that are assigned to you under Assessment > Your Interviews.

Your interviews are sorted by candidate name, job position, interview title, and interview status – which are all searchable. Simply click on the specific interview you'd like to view.

Interview scorecards are designed to structure and guide your questions as an interviewer so, if you did not design the interview yourself, we highly recommend spending some time to get familiar with the competencies you will be assessing and the associated questions you will be asking – in advance.

If there are no interviews currently assigned to you then please refer to our article on Assigning Interviewers.

Conducting the interview

During the interview, we recommend you write your notes related to each question and competency directly in the scorecard.

Your scorecard remains private as an unpublished draft until you click Publish interview, so there's no need to be concerned over the quality or presentation of your initial notes.

As soon as possible after the interview, we recommend refining your notes (as they will be shared with any other involved team members in the hiring process) and then providing your score – with special attention to the scoring guidelines associated with each score.

When you feel comfortable with your notes and scores, select Publish interview. If for any reason you would like to revise a score or edit a note, you are able to unpublish your scorecard, make adjustments and then publish it again.

Panel interviews

If you are running a panel interview with multiple interviewers, it's very important to not speak about your impressions of the candidate before publishing your own individual scorecards. If you do so, the opinions of your colleagues will present a strong risk of influencing your own scores.

It's best to hold off any group discussions on the candidate until after everyone's scores have been submitted.

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