Use of Interview Guides and Scorecards

Introduction to Structured Assessment

Once the execution phase of the STAR behavioral interview is complete, the assessment stage begins.

In order for the process to be fair and allow for a fair comparison among all candidates, it is critical to systematically document their responses and score their performance in an objective manner.

The two key tools designed for this purpose are the Interview Guide and the Scorecard.

What is an Interview Guide?

An Interview Guide is a structured document used by interviewers to ensure that the process is consistent, fair and effective.

This guide acts as a map for the interviewer: it outlines specific steps to follow, key questions to ask (based on competencies), and evaluation criteria.

The main objective of the guide is to keep the interviewer focused and "on track", ensuring that all candidates are treated equally and evaluated under the same parameters.

What is a Scorecard?

A Scorecard is the tool used to systematically evaluate and compare candidates.

Its function is to ensure consistency and, above all, objectivity in the process.

It provides a standardized method for scoring candidates based on predefined criteria relevant to the position, rather than relying on intuition or bias.

The Combined Approach: The Scorecard-Guide Template

In practice, there is significant overlap between a guide (containing the criteria) and a scorecard (scoring them).

Therefore, the most efficient approach is to use a single combined document that serves both purposes: guiding the interview and scoring the responses.

This type of refined template can be adapted to any type of role.

It is important to note that if you work in a large organization, it is likely that the HR department already has these standardized documents, which should be used.

Anatomy of the Combined Tool

An effective Scorecard-Guidance document is usually structured as follows:

Basic Data: At the top, the session data is recorded: interviewer's name, the role being interviewed for, the date, and the candidate's name.

This is especially crucial in panel interviews, where each member should have his or her own sheet.

Scoring Key: In a visible place (e.g., top corner) define the rating scale (e.g., 1 to 5) and what each number means.

Body of Competencies: The core of the document. It is a table listing the 3 or 4 key competencies to be assessed.

STAR Structure: Under each competency, fields are included to take notes following the STAR model: Situation, Task, Action and Result.

It is good practice to have the opening question (Situation) for that competency already written.

Scoring Section: At the end of the document, space is included to assig