What is a interview evaluation form?
When interview feedback is a hallway conversation, decisions drift toward whoever spoke loudest and the candidate who felt most familiar. A written scorecard filled in straight after the interview keeps the focus on the criteria the role actually needs, and gives you a record if a decision is ever questioned.
This form records the candidate, position, date, format and stage, and the interviewer. It scores three to five criteria you name, such as skills and experience, problem solving and communication, each on a five-point scale with the evidence behind the rating; criteria four and five are optional. The interviewer then records main strengths, any concerns, an overall rating, a recommendation (make an offer, next stage, hold for another role, or do not proceed) and the reasons. A short declaration confirms there is no conflict of interest or that one was disclosed, that questions were job-related and consistent, that protected characteristics were not taken into account, and that notes are confidential.
- Best for
- Structured interviews, panel interviews, hiring debriefs
- Signed by
- The interviewer
- Scoring
- 3 to 5 criteria rated 1 to 5, with evidence
- Length
- 2 pages
When to use a interview evaluation form
- Each member of an interview panel scoring independently before the debrief
- A small business hiring its first manager and wanting a consistent process
- Phone screens recorded the same way as final interviews
- Keeping evidence of fair, job-related decisions for every candidate
- Comparing several candidates for one role on the same criteria
What you fill in
27 blanks, then the name and email of each person who signs: interviewer.
1 The interview
- Company name*
- Candidate's name*
- Position applied for*
- Interview date*
- Interview format* in person · by video · by phone
- Interview stage (optional)
2 Criterion 1
- Criterion 1*
- Rating* 5 — Exceeds the requirement · 4 — Strong · 3 — Meets the requirement · 2 — Partly meets · 1 — Does not meet · Not assessed
- Evidence*
3 Criterion 2
- Criterion 2*
- Rating* 5 — Exceeds the requirement · 4 — Strong · 3 — Meets the requirement · 2 — Partly meets · 1 — Does not meet · Not assessed
- Evidence*
4 Criterion 3
- Criterion 3*
- Rating* 5 — Exceeds the requirement · 4 — Strong · 3 — Meets the requirement · 2 — Partly meets · 1 — Does not meet · Not assessed
- Evidence*
5 Criterion 4
- Criterion 4 (optional)
- Rating 5 — Exceeds the requirement · 4 — Strong · 3 — Meets the requirement · 2 — Partly meets · 1 — Does not meet · Not assessed
- Evidence
6 Criterion 5
- Criterion 5 (optional)
- Rating 5 — Exceeds the requirement · 4 — Strong · 3 — Meets the requirement · 2 — Partly meets · 1 — Does not meet · Not assessed
- Evidence
7 Summary
- Main strengths*
- Concerns or gaps
- Overall rating* 5 — Exceeds the requirement · 4 — Strong · 3 — Meets the requirement · 2 — Partly meets · 1 — Does not meet
- Recommendation* Make an offer · Proceed to the next stage · Hold — consider for another role · Do not proceed
- Reasons for the recommendation*
- Conflict of interest* I have no personal relationship with the candidate or other conflict of interest. · I know the candidate personally and have told the hiring manager before the interview.
8 Who signs
- Interviewer signature and date, job title · The person who interviewed the candidate. For a panel, send one form to each interviewer so each assessment is independent.
What the interview evaluation form covers
- Summary
- Interviewer's declaration
Using the interview evaluation form, step by step
1 Interview details
Your company name fills in from your account. Add the candidate, position, date, format and stage.
2 Name the criteria
Edit the three default criteria to match the job description, and add a fourth and fifth if you need them. Use the same criteria for every candidate for the role.
3 Rate with evidence
For each criterion choose a rating and write what the candidate said or showed. Then record strengths, concerns, the overall rating and a recommendation with reasons.
4 Declare and sign
Choose the conflict of interest statement that applies and sign. The completed form is filed in your FileIt vault with the rest of the recruitment record.
Tips before you send it
- Fill in the form straight after the interview, before talking to other panel members.
- Write evidence as what happened: "described reducing invoice errors by reconciling weekly", not "seemed organised".
- Send one form to each interviewer so each assessment stays independent.
- Keep forms in line with your retention policy; candidates may ask to see what you recorded.
Sign it online in minutes
- Fill in the blanks. Names, dates and amounts go straight into the agreement — the preview shows exactly where.
- Name who signs. Tick “This is me” for your own part. FileIt builds the PDF with every signature, date box on the right line, and you can check or move anything before sending.
- Send it. Each signer gets a secure link and signs from any device — no account needed. The signed PDF, with an audit trail and a Certificate of Completion, is filed in your vault and emailed to everyone.
Interview evaluation form: frequently asked questions
Can I change the criteria?
Yes. The first three have defaults you can rename, and criteria four and five are optional. Leave a name empty and that section is left out of the form.
Who signs the form?
Only the interviewer. For a panel, send a separate form to each panel member.
Will the candidate see this?
Not as part of the process, but depending on data protection law where you hire, a candidate may be entitled to see what is recorded about them. The declaration reminds interviewers of that.
Does the form make the hiring decision?
No. It records one interviewer's assessment and recommendation. The hiring manager makes the decision, usually after reviewing all the forms for the role.