Updated
Free interview scoring matrix
Compare candidates against clear job criteria
Create a weighted candidate selection scorecard that applies the same positive, job-related standards to every shortlisted applicant.
Define the role, weight the capabilities that matter and score the interview evidence. The result provides a transparent comparison for human review without sending candidate data to our servers.
Recruitment decision support
Build your candidate selection scorecard
Name the role, define positive job criteria, weight their importance and score each candidate against the interview evidence.
Work in progress
Auto-saved work found
Continue the decision saved automatically in this browser, or discard it and begin with a blank tool.
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Define the criteria
Add five to ten positive, job-related capabilities that a successful candidate should demonstrate.
of 10 criteria added; at least 5 required.
Weight each criterion
Choose from 1 (useful but not essential) to 10 (essential to successful performance in this role).
Add the candidates
Add two to six shortlisted candidates. On shared devices, use initials or recruitment reference labels.
of 6 candidates added; at least 2 required.
candidate of
Score the candidate from 0 (no supporting evidence) to 10 (very strong evidence) against each criterion.
Criterion weight:
Role
Weighted result
The scorecard does not identify a leading candidate because two or more candidates share the highest total. Review the evidence and scores before completing the human selection decision.
Ranking
Calculation breakdown
Each cell shows score × criterion weight.
| Criterion | Weight | |
|---|---|---|
| × = | ||
| Total | ||
Save this decision
Saved decisions stay in this browser. They are not uploaded or synchronised.
Stored on this device
Saved candidate scorecards
Records listed here exist only in this browser. Reopen, rename or remove them when the selection process is complete.
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Consistent selection
Why use an interview scoring matrix?
Selection interviews can be distorted by first impressions, conversational chemistry or one memorable answer. A scorecard establishes the standards before candidates are compared and makes the evidence behind the judgement easier to inspect.
The criteria should describe positive capabilities required by the role, such as technical competence, clear communication or reliable planning. Weighting distinguishes essential requirements from useful but secondary qualities.
Apply the same criteria and scoring standard to every candidate. Record the evidence behind each score separately within your recruitment process so reviewers can understand how the number was reached.
Before scoring
Create fairer selection criteria
Role-related
Every criterion should connect to successful performance in the role rather than personal similarity or irrelevant preference.
Positive and observable
Write what good performance looks like. Positive standards are clearer to assess than vague negatives such as “not unreliable”.
Applied consistently
Use the same evidence threshold for each candidate and review major differences between assessors before deciding.
Privacy and responsible use
Entries remain in this browser and are not submitted to Corporate Coach Group. Use candidate initials or reference labels on shared devices, remove saved records when no longer required, and use the scorecard as one part of an appropriate human-led recruitment process.
Complete the selection
Use the ranking to reach a documented decision
The candidate ranked first has the strongest match to the job criteria and interview evidence entered. Use the breakdown to identify the capabilities responsible for the lead and confirm that the supporting evidence is recorded in your recruitment process.
Resolve any unsupported score or significant assessor disagreement before finalising the outcome. The same standard must be applied to every candidate, particularly on criteria carrying the greatest weight.
When the evidence and scoring are sound, use the ranking as the documented basis for the human selection decision, subject to your recruitment policy and required checks. A tied lead requires further evidence; it does not justify an arbitrary tiebreak.
Questions answered
Candidate selection scorecard FAQ
A candidate scorecard compares shortlisted applicants against the same job-related criteria. Criteria are weighted by importance and interview evidence is scored consistently before weighted totals are calculated.
This tool requires five to ten positive, role-related criteria. That is usually enough to cover essential capability without making the interview assessment unmanageably long.
No. The score supports human review and should be checked against the underlying evidence, recruitment policy and any relevant requirements before a final decision is made.
No. The tool runs in your browser and saved records use local browser storage. On a shared device, use initials or internal reference labels and remove records when they are no longer needed.
The tool treats a tied lead as unresolved. Review whether the criteria, weights and evidence scores are accurate rather than relying on an arbitrary tiebreak.