Scorecard template
Structured interview scorecard template
Coaching interviewers on competency interviews: did every candidate get the same questions, and did the follow-ups reach real evidence.
The scorecard
Score each criterion from 0 to 3. Multiply by its weight, add it up, and a call lands between 0 and 100.
| Criterion | Weight | What the scorer asks | 0 Not touched | 1 Mentioned | 2 Explored | 3 Confirmed |
|---|---|---|---|---|---|---|
| Opening and format | 10 | Did the interviewer explain the format, the time and what happens after the interview? | Straight into questions, no introduction or format. | Format mentioned; timing or next steps left out. | Format, timing and roles explained. | Format, timing and next steps explained, and the candidate asked if it was clear. |
| Same core questions | 20 | Did the interviewer ask every planned competency question, in the planned form? | Questions improvised; planned ones skipped. | Some planned questions asked, others dropped or turned into leading ones. | All planned questions asked, with small changes in wording. | All planned questions asked as written, and no off-limits topics. |
| Probing for evidence | 25 | Did the interviewer follow up until the candidate described a specific situation, their own actions and the result? | Answers taken at face value, no follow-up. | One follow-up; the answer stayed general or hypothetical. | Follow-ups reached a specific situation and the candidate’s actions. | Situation, own actions and result clear for every core question. |
| Room to answer | 15 | Did the candidate do most of the talking, with room to think? | The interviewer talked for most of the interview. | Talk time balanced; the candidate cut off several times. | The candidate talked most, with the odd interruption. | The candidate talked most, had time to think and was never interrupted. |
| Honest picture of the role | 15 | Did the interviewer describe the role, the team and the hard parts accurately? | Role not described. | Role described in general terms, or only its upsides. | Responsibilities and targets described. | Responsibilities, targets and the hard parts described, and the candidate’s questions answered. |
| Close and next steps | 15 | Did the interview end with the candidate’s questions answered and a clear timeline? | Interview ended abruptly, no next steps. | Next steps vague, such as "we will be in touch". | Candidate’s questions answered; timing roughly given. | Questions answered, a date and a contact person given. |
What to listen for, criterion by criterion
10/100
Opening and format
Listen for
- interviewers introduced with their role
- format and timing explained
- time kept for the candidate’s questions at the end
What good sounds like We have forty-five minutes. I will ask about situations from your past work, the same questions every candidate gets, and keep ten minutes at the end for yours.
20/100
Same core questions
Listen for
- each planned question asked
- questions worded as written, not leading
- no questions about age, health or family plans
What good sounds like Tell me about a time a customer pushed back on price. What did you do?
25/100
Probing for evidence
Listen for
- follow-ups such as "what did you do, exactly?"
- the candidate’s own part separated from the team’s
- a result or outcome named
What good sounds like You said the team turned that account around. What was your part in it, and how did you know it had worked?
15/100
Room to answer
Listen for
- the interviewer talking for a third of the time or less
- pauses left for the candidate to think
- no interrupting mid-answer
What good sounds like Take your time. Walk me through it from the start.
15/100
Honest picture of the role
Listen for
- the main responsibilities and targets
- what makes the role hard
- how success is judged in the first months
What good sounds like The hardest part of this role is spring: three weeks where every renewal comes up at once.
15/100
Close and next steps
Listen for
- time for the candidate’s own questions
- a date for the decision or the next round
- who will be in touch
What good sounds like You will hear from Sarah by Friday, either way. What else would you like to know about the team?
A call scored against this template
Drummer scores every call against the template you choose. Each criterion gets its reasoning and the moment in the call that proves it, so a team lead checks the evidence in seconds instead of listening to the whole call.
Scored against Structured interview
Interview: account manager, Ghent
45:00
77/100Interview run
- Opening and format3 / 303:56
- Same core questions1 / 311:04
- Probing for evidence3 / 318:13
- Room to answer2 / 325:21
- Honest picture of the role3 / 332:30
- Close and next steps2 / 339:39
Probing for evidence is well evidenced. Same core questions only came up in passing: go over it with the interviewer before the next interview.
About this template
A structured interview asks every candidate for a role the same questions, in the same order, and judges the answers against the same evidence. Hiring research has favoured it over the open conversation for decades. This scorecard checks the interviewer’s half of that: did the structure hold, and did the follow-up questions get to real evidence.
When should you use this scorecard?
On competency and behavioural interviews, usually the round after a phone screen. It works best when the questions per role are written down in advance, so Drummer can check each one was asked.
How does Drummer score an interview?
The notetaker joins the interview on Google Meet, Microsoft Teams, Zoom or Webex and announces that it records. Drummer scores each criterion with its reasoning and the timestamp that proves it, so a recruitment lead jumps to the follow-up that was missed and leaves a comment for the interviewer. How candidates are told, and how long interviews are kept, is on the security page. More on the platform.
Questions about this template
What is a structured interview scorecard?
A structured interview scorecard lists the criteria an interview is judged on, each with a weight and a 0 to 3 rubric. This one scores the interviewer, not the candidate: did every candidate get the same questions, did the follow-ups reach real evidence, and did the candidate get room to answer. That keeps interviews comparable across interviewers and over time.
Does Drummer decide which candidate to hire?
No. Drummer scores how the interview was run and shows the moments that matter, so a recruitment lead can coach the interviewers. The decision about a candidate stays with the people who interviewed them.
Can Drummer score our interviews against our own questions?
Yes. Add the questions you ask per role, change the criteria and weights, and Drummer scores every recorded interview against your version, with its reasoning and a timestamp per criterion. It works on Dutch, French and German interviews as well as English.
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Score your conversations with this
Bring a few recordings to a 30-minute demo and see them scored against Structured interview, with the moment that proves each criterion.