“We liked the candidate” is not a useful interview record. A scorecard helps interviewers explain what they observed against requirements agreed before meeting applicants. It supports a human decision; it should not become a formula that automatically selects or rejects people.

The strongest scorecards are short, tied to the work and clear about what evidence is missing. A complicated spreadsheet can still hide weak judgement if the criteria are vague.

Choose a few criteria from the role

Start with the outcomes and essential requirements in the job description. For a customer support coordinator, criteria might include explaining information clearly, organising follow-ups, resolving service problems and maintaining accurate records.

Describe observable behaviour. Replace “culture fit” with a specific working requirement such as explaining a disagreement respectfully or documenting a handover. Do not assess suitability using personal characteristics unrelated to the job.

Use a scorecard with evidence notes

A practical scorecard includes:

  • Criterion: The job-related capability being explored.
  • Question or exercise: A consistent way to invite evidence.
  • Evidence: What the candidate actually explained or demonstrated.
  • Assessment: How that evidence relates to the requirement.
  • Follow-up: What remains unclear and needs clarification.

An illustrative question for prioritisation is: “Tell us about a time several customer issues needed attention at once. How did you decide what to do first?” Ask follow-ups about the candidate’s responsibility, reasoning and result.

Agree what the ratings mean

Define anchors before interviewing. For example, “Limited evidence” might mean the answer does not yet explain the candidate’s approach; “Meets the requirement” might mean a relevant example with a clear method; “Strong evidence” might mean a well-explained approach that handles complexity relevant to this role.

Include “Not assessed” as a separate option. If the interviewer did not explore a skill, do not record that as proof the candidate lacks it. A number without an evidence note can create false confidence.

Use equivalent core questions across candidates while allowing reasonable follow-ups and appropriate accommodations. The aim is a fair opportunity to demonstrate relevant skills, not identical conversation at the expense of understanding.

Record independently, then discuss

Ask interviewers to write their observations before the group discussion. In the debrief, examine disagreements by returning to the evidence and criteria. Avoid changing the standard because one candidate made a strong first impression.

Check whether a gap reflects missing evidence, a trainable skill or an essential requirement that has not been demonstrated. Do not let an overall average hide a genuinely essential requirement or substitute for a considered decision.

Keep records factual and appropriately restricted

Write notes that explain the work-related assessment. Avoid speculation about health, family circumstances or other sensitive personal matters. Store records in the approved hiring system with access limited to people who need them, following your organisation’s retention and privacy arrangements.

OpenDoor employer plans support organising applications and hiring stages. The hiring team remains responsible for deciding whom to progress and for communicating the outcome.