Interview Scorecard Template for Egyptian HR Teams

An interview scorecard is a shared set of job-related questions and rating rules that interviewers use for every candidate for the same role. It helps a hiring team record what someone actually said before discussing who should move forward.

You can build one in a short planning meeting. Below is a blank form to copy and a practical example for an Egyptian SME hiring a customer-support coordinator. The example is illustrative; change the criteria to match the work you need done.

Start with the job, not a generic personality list

Pull three or four requirements from the job description. For a support coordinator, those might be explaining a process clearly, resolving a customer issue, keeping an accurate record, and handing a case to another teammate. Avoid vague labels such as “culture fit” unless you can define observable work behavior. The US Office of Personnel Management's structured-interview guidance starts with job-related competencies, then uses predetermined questions and common standards for evaluating answers. It is a method reference, not Egyptian employment law.

Write one question for each requirement. Ask every candidate for this role the same core questions in the same order. You may ask a neutral follow-up to clarify an answer, but write down what changed so the comparison stays understandable. CIPD's selection guidance likewise recommends agreed questions and scoring criteria before the interview.

Copy this blank interview scorecard

Role: __________ Interview date: __________ Interviewer: __________ Candidate reference: __________

Rating key: 1 = no relevant example yet; 2 = partial example with important gaps; 3 = clear example meeting the role requirement; 4 = strong example showing independent judgment. Define what each level means for your role before interviews start. These four labels are a sample rubric, not a universal standard.

For each criterion, fill in the same five lines:

1. Job requirement: __________
2. Core question asked of every candidate: __________
3. Evidence from the answer: __________
4. Rating (1–4) and why: __________
5. Follow-up or missing evidence: __________

Repeat that section for each chosen requirement. Finish with: Recommendation: move forward / hold for a specific follow-up / do not move forward. Reason linked to the criteria: __________. Decision owner and next update to candidate: __________.

Keep the form free of personal details that have no bearing on the role. Store it only where the hiring team is authorized to work. The scorecard supports a decision; it does not make one on its own.

A filled example: one question, one score

For the support-coordinator role, the criterion is “explain a delayed request clearly and take ownership of the next step.” Ask: “A customer says their request has been waiting for two days and they have had no update. What would you say first, and what would you do next?”

A useful note might say: “Candidate acknowledged the delay, proposed checking the case owner, gave a specific next-update time, and said they would record the handoff.” That note describes the answer. “Seems confident” does not tell a colleague which requirement was met. If your team rates that answer a 3, write why it meets your pre-agreed level 3 description. Another role may need a different question and rating anchor.

Want the wider hiring flow around the interview? Read our hiring-pipeline stages guide, then explore The Five HR recruitment workspace. Confirm the current product setup and plan terms before relying on a specific feature.

Score independently, then compare notes

Have each interviewer enter a score and evidence note before the group discussion. Then compare large differences by returning to the candidate's answer and the agreed rubric. This is more useful than averaging unexplained numbers. CIPD recommends independent scores before panel discussion; OPM's structured-interview guide explains how to set common rating anchors.

If a required skill was not tested, mark it “not assessed.” Do not quietly score it as zero. Decide whether a follow-up, work sample, or another interview is needed, and tell the candidate what will happen next. The form is a record of observed evidence, not a promise that a structured interview eliminates every bias or guarantees a good hire.

Before your next vacancy opens, pair this scorecard with a role-specific job description, agree on the questions with the hiring manager, and test the rubric on a sample answer. If you want to keep candidate stages and interviewer handoffs together, see The Five HR recruitment page. No candidate data or real customer record was used in this example.

Sources checked 25 September 2026: US Office of Personnel Management: Structured Interviews; OPM Structured Interview Guide; CIPD: Selection Methods.