Definition
A structured evaluation form used by interviewers to rate candidates against predetermined criteria during or immediately after an interview. Scorecards ensure consistent assessment and provide documented evidence for hiring decisions.
UK Context
Using structured scorecards helps UK employers demonstrate fair and non-discriminatory hiring practices under the Equality Act 2010. In the event of a discrimination claim, documented scorecards provide evidence that decisions were based on objective, job-related criteria rather than subjective impressions or protected characteristics.
Best Practices
- Define scoring criteria based on the person specification before interviews begin
- Use a consistent rating scale and provide anchor descriptions for each rating level
- Complete scorecards immediately after each interview to maintain accuracy of assessment
Frequently Asked Questions
What should an interview scorecard include?
A scorecard should include the competencies or criteria being assessed, a numerical rating scale with clear descriptors, space for evidence-based notes, an overall recommendation, and the interviewer's name and date.
How long should interview scorecards be retained?
Scorecards should be retained for at least six months after the recruitment process concludes to allow for any potential discrimination claims. The time limit for bringing an employment tribunal claim is three months from the act complained of, but keeping records for six months provides a reasonable buffer.