Interview Scorecard Template


The purpose of this job description  Interview Scorecard template is to provide a concise and clear framework for describing the position, including details on the duties and responsibilities of the job. The end result should be a concise and easy-to-understand document that outlines all of the key elements of a given position.

1. Job description and requirements

The first section of your job description and requirements template should be a comprehensive list of all the requirements for the position. This should include:

  • Job title, position, and department name (e.g., “Manager”)
  • Skill sets required for success in this role (e.g., “Strong communication skills”)
  • Minimum qualifications needed to perform this role successfully (e.g., “At least two years experience working with dogs in a professional setting”)

2. Culture

Culture is a set of beliefs, values, and behaviors that are shared by members of an organization. In the case of your company, it’s the way things are done around here. It can be as simple as how you greet each other in the morning or if you take lunch breaks after working 8 hours straight without stopping to eat anything (yes I’m talking to myself).

But culture is more than just this; it’s also about creating an environment where your employees feel valued and encouraged to do their best work every day!

3. Employee engagement

Employee engagement is the relationship between employees and their managers. It is a measure of how engaged employees are with their work, as well as how much they care about their company and its mission.

If your team has low levels of employee engagement, it can be difficult for them to achieve peak performance or even perform at all. This makes it important for managers to take steps towards improving employee engagement in order to improve productivity within an organization.

To measure employee engagement effectively:

  • Measurement tools should provide insight into how well each individual performs compared with others in similar jobs; however, these results should also be used alongside other indicators such as training records or performance reviews so that you understand
  • whether there are any patterns emerging over time rather than isolated incidents which may not necessarily represent true trends within particular departments/groups (e

4. Leadership and management style

This section discusses the leadership and management style of your candidate. It should be a short paragraph or two, with space for you to write down notes about what it means for them: how they lead, how they manage people (or not), etc.

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5. Technical skills and talent management

As a technical person, you will be responsible for ensuring that your employees have the technical skills needed to do the job. These could include programming languages, operating systems and software development tools. Your company may have its own in-house training program for new hires or you may choose to outsource this function to an external provider.

It is important to recognize that there are two types of technical talent: those who have acquired their own knowledge from personal experience (e.g., self-taught) and those with formal degrees or certifications from colleges or universities where they learned engineering methods through hands-on classes taught by professors who were experts at what they did; i

6. Career development opportunities

  • How to find out about career development opportunities: There are many resources available online, including job boards and industry websites. If you don’t know where to start looking, ask your manager or human resources department for a list of reputable sources.
  • How to apply for a job: Once you’ve identified the type of job that would be right for your skill set and interests, research the company’s website before submitting your application so that it’s clear what kind of role they’re looking for; this will help ensure that your cover letter reflects specific qualities associated with that role (e.g., “I am excited about working in this industry because…”).
  • You can also make sure potential employers see how well-prepared you are by writing up answers beforehand! By doing so, even if something doesn’t go as planned during an interview process—or even if nothing happens at all—you’ll have something concrete on which bases future decisions about whether or not pursue further education-related activities.”

7. Compensation, benefits, and perks (projected)

The compensation, benefits, and perks section of your employee survey should be brief. You should list the salary that you plan to pay your employee in this section. Include any other benefits or perks that are offered by the company as well as how much they cost per month.

It’s important for employers to consider these costs when determining their initial offer for an employee because it will affect how much money an employer has available for other business expenses like office rent, equipment purchases, and software licenses.


You’ve just completed a full-blown job description. You know how to write a resume and cover letter, you’ve researched the company, and you’ve gathered all of your interview skills in one place. Now it’s time to turn this into action! Get started with our free email course on how to get hired.

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