Score each candidate on the same criteria and questions, so hiring decisions are fair and comparable.
Without a scorecard, the last candidate or the most similar one tends to win. A scorecard brings the decision back to the job’s needs.
Ask only job-related questions. Questions about age, family plans, religion, health or other protected characteristics can create legal risk.
15 items. Complete it digitally or on paper, whichever your team prefers.
Three interviewers score two cashier candidates. One candidate scores higher on availability and customer examples; the other on cash handling experience. The team hires the first and notes the second for a future opening.
Structured scoring ties each hiring decision to job-related criteria recorded at the time of the interview. If a rejected applicant questions the outcome, scored evidence for each criterion shows the decision was based on the role, which supports compliance with equal employment opportunity laws.
| Role and date | Barista, Morning Ritual Coffee, Portland, May 14 |
|---|---|
| Candidate | Jordan |
| Availability for schedule | 5 of 5: can open at 5:30 am four days |
| Customer communication | 4 of 5: example of handling a wrong order at a bakery job |
| Relevant skills | 2 of 5: no espresso experience |
| Problem solving | 4 of 5: described covering a no-show shift |
| Recommendation | Hire; espresso training provided |
The low skill score is noted but does not sink the candidate, since the job description says training is provided and the scorecard shows strong availability for early shifts.
Four to six is manageable.
1 to 5 with short definitions.
Yes, after each interviewer scores alone.
Anything not related to the job.
Yes for the core criteria, because the same questions make scores comparable and reduce the chance of uneven treatment. Follow-up questions can differ to explore an answer. Write the exact question asked next to each criterion so a second interviewer can see what the score is based on.
Score the evidence they give, not the job title they held. A candidate with no cashier history might describe counting money as a club treasurer or calming an upset customer at a school event, which can still earn a good score. Note the evidence in the box so the score can be explained later.
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Store training records and licenses in EZTime’s digital employee file and get reminded before one runs out. Book a demo to see it with your team.