Interview Packets: Set Up Scorecards

Juan Burgos

Edited June 17, 2026 16:38

Interview scorecards are a core part of your Interview Packets and help your team evaluate candidates using consistent, structured criteria. By setting up scorecards, you ensure objective candidate evaluation, alignment across interviewers, and better hiring decisions. When using Role Management and Goals, scorecards can automatically include: Role-based competencies, Goals, and Company values.

In this article:
Create Scales
Create Sections
Create a Template
Edit an Interview Scorecard
FAQ
Additional Resources

Before You Begin

Scorecards are built in three steps:

Create Scales: how candidates are graded.
Create Sections: what you evaluate.
Build a Template: combine everything into a usable scorecard.

Create Scales

Scales define how interviewers rate candidates.

Go to Tools > Setup.
Under Recruiting Setup, select Interviews.
Nex to Scorecard Scales, click +Add Scale.
Enter:
- Scale Name
- Scale Items.
Create a few different types of scales to ensure that scoring is relevant to the questions you'll be asking. Examples:
- 5 Point Potential Scale
- Yes/No Scale
When you are satisfied with the scale you've created, click Save.

Important

“N/A” is automatically added for optional questions
“N/A” does not impact scoring
If you update a scale:
- Existing scorecards will not update
- A new scorecard must be generated

Scale Examples

Example 1

5- Outstanding: Work performance is clearly and consistently superior to the standards required for the position.
4 - Exceeds Expectations: Exceeds most requirements; goes beyond reasonable standards in key knowledge, skills, and abilities.
3- Meets Expectations: Clearly fulfills expectations and at times exceeds them. Good, solid, consistent performance.
2- Below Expectations: Does not marginally meet the requirements. Requires more direction than normally expected.
1- Unacceptable: Does not meet the standards of performance or requirements.

Example 2

5 - Superstar: Consistently exceeds their objectives and expected outputs. Recognized as the expert in their role and also deliver to a high level beyond the normal boundaries of their job. Very likely to be ready for a more demanding role.
4 - Consistently Overperforms: Regularly exceeds objectives and expected outputs. Demonstrates initiative and high standards in how they carry out their entire role. May be ready for a more demanding role.
3 - Performs at required level: Consistently meets performance expectations. Works well with their colleagues and displays initiative. Demonstrates competence in the role, behaving in an appropriate manner.
2 - Under performs: Objectives not delivered on or overall performance is perceived as unsatisfactory or inconsistent. Or, performance against objectives may be adequate, but the standard of work, attendance, or dealings with others may be unsatisfactory.
1 - Needs immediate improvement: Fails to achieve the required performance standards, and any improvement to date is not sufficient or evident. May also be demonstrating unacceptable behavior in their dealings with others and/or time keeping and attendance.

Create Sections

Sections define what interviewers evaluate.

Standard Section: Standard sections ask questions and use a scale to assign point values to each question. The scores are added up and tabulated to create an average score.
Q&A Section: Q&A Sections allow for open-ended responses. These questions are designed to dig into a specific topic and fill the gap when you need qualitative feedback and a grading scale doesn't make sense.

Auto-Populating (Role and Requisition-Based):

These pull data from your system.

Goal Review Section: A goal review section will pull in the goals that are defined either by the role you are hiring for or defined in the requisition creation process. You can apply a grading scale (such as the 5-point potential scale shown above) to the clearly defined outcomes for success.
Role-Based Competency Section:
- A role-based competency section will pull in any skills, behaviors and competencies associated with the role you're hiring for and set it against a scale (like the goals section). For example, the system will know to pull in a different set of skills and competencies associated with a project manager role vs. an IT support role.
Company Values Competency Section
- The company competency section will pull in the values (competencies) defined for your company under Roles. These are the skills, behaviors, and values expected to be upheld and consistently exhibited by every member of your organization. The system will know to pull these in automatically. You will choose a scale to set against these values.
Predictive Performance
- Predictive performance is designed to add an additional dimension to the feedback process by using questions and data already in use in your performance reviews.
- This section type will analyze all the questions being used in Performance Management reviews and determine which questions correlate to high performance, then provide those as suggestions for additional Interview Feedback questions. In short, this kind of section is asking "Who are your organization's top performers for this role and what makes them so good at what they do? Does the candidate I'm interviewing also do these things well?"

How to Create a Section

Go to Tools → Setup → Interviews.
Next to Scorecard Sections, click Add Section.
Give the section a:
- Name
- Type
- Scale (if applicable).
Add in your question(s).
When you are done, click Save Section.

Example Section Structures

Example 1: Intended if only conducting one in-person interview.

Company Values Review
Role-Based Competency Review
Goal Review
Do you recommend moving forward? Yes/No

Example 2: Intended for a recruiter or executive interview

Company Values Review
Do you recommend moving forward? Yes/No

Example 3: Intended for Hiring Manager or Peer Interview

Role-Based Competency Review
Goal Review
Do you recommend moving forward? Yes/No

Create a Template

Templates combine your sections into a usable scorecard.

Go to Tools → Setup → Interviews.
Next to Interview Scorecards, click + Add Scorecard.
Enter a Scorecard Name and Description.
Click Add Section to include sections.
Assign Section Weights: When you have added your sections, you may need to assign each section a weight.
1. What sections require a weight? Any section with an applied scale (for grading). Standard, goal review, company competency, role-based competency, and predictive performance sections.
2. The weights are a percentage and must equal 100%.
3. This will allow you to decide what is most important when grading each candidate. What is most important for your hiring - the ability to exhibit competencies or achieve goals? Do they hold equal importance?
Optional: Give the scorecard a Final Score. This is typically used as an overall grade or to answer the question "Would you hire this person for this role?"
Once complete, click Save. Your scorecard is now ready to assign to interviews.

Edit an Interview Scorecard

Go to Tools → Setup → Interviews.
Locate your scorecard.
Click Edit.

Best Practices

Standardize scorecards across similar roles.
Use role-based competencies whenever possible.
Keep scorecards concise and focused.
Align scoring weights with hiring priorities.
Test scorecards before rolling out to hiring teams.

FAQ

Do changes to scorecards apply to existing interviews?

No, updates only apply to newly created scorecards; a new one would have to be created to see the changes.

How many questions should I include?

ClearCo recommends keeping it focused: 5–10 questions per section is typical. Avoid overly long scorecards.

Additional Resources

Interview Packets: Complete a Scorecard
Interview Packets: Add Interview Questions to Competencies
Interview Packets: Using the Interview Guide
Scheduling an Interview
Self-Schedule Screening Interviews Overview