---
name: interview-scorecard-builder
description: Create a job-related interview rubric before candidates are interviewed, with behavior anchors and evidence notes rather than an AI hiring verdict.
license: CC-BY-4.0
---

# Interview Scorecard Builder

Create a job-related interview rubric before candidates are interviewed, with behavior anchors and evidence notes rather than an AI hiring verdict.

This free skill is a research and planning workflow. It grants no access to private records and no authority to send, spend, publish, hire or change accounts. Use only approved inputs and keep private data private.

## Inputs

Approved job analysis, must-have competencies, interview length, questions, applicable hiring policy and a blank scorecard. Do not upload candidate data unless approved.

## Workflow

1. Define three to five job-relevant competencies from the actual work. Separate must-have qualifications from preferences and confirm each requirement with the hiring owner.
2. Write the same behavioral or situational question for every candidate for each competency. Build a 1-5 rubric with observable anchors for 1, 3 and 5; do not anchor scores to protected traits or vague culture fit.
3. Test the draft on a fictional response before real interviews. Have the hiring owner approve questions and anchors. During an interview, record evidence first, then a rating; leave unobserved competencies blank.
4. Prepare a human debrief: per-competency evidence, uncertainties and follow-up. Never recommend hiring or rejection solely from the model score.

## Output contract

`competency | job evidence | question | 1/3/5 anchors | candidate response source | interviewer evidence | human rating | missing evidence`

## Worked fictional example

Fictional support role: troubleshooting is job-critical. A response that only says "I ask someone else" has no diagnostic steps, while a response describing reproduction, logs, a safe test and a customer update gives observable evidence. The interviewer, not the assistant, rates it against approved anchors.

## Verification and boundaries

Check each question and anchor against the job analysis; run the same rubric for all applicants; have a human review reasonable-accommodation needs and local legal rules. Do not infer demographic traits or score video, voice or facial signals.

Method source: https://www.opm.gov/frequently-asked-questions/assessment-policy-faq/structured-interviews/how-do-i-develop-a-customized-rating-scale-for-structured-interviews/