Why and how to use candidate scorecards for evaluation

Triin Elias avatar
Written by Triin Elias
Updated over a week ago

Candidate Scorecards

Candidate scorecards help you to make better decisions during the recruitment process. Scorecards make hiring faster, more transparent, and more objective.

The scorecards are customizable and you can assign several scorecards to each project. The scorecards offer a standardized way to give feedback about various criteria like skills and experience. Each project member fills the scorecards with a rating from 1 to 5 to grade a candidate according to their performance. The aggregated scores by each question, project member, and for a total average let you rank candidates easily to find the best possible fit.

  • Scorecards offer a great framework to evaluate candidates.

  • Set criteria and a clear grading system help to ensure a fair hiring process.


For your hiring team, it’s a good preparation for an interview. Your managers have a clear picture of what attributes they need to assess and they can easily give the recruiters the much-needed constructive feedback. Not to mention, constructive feedback is something that the candidates want as well. Use the scorecards as a resource for providing feedback to your candidates.

How to use a Scorecard?

  1. Create and prepare Scorecards via the Settings menu.

  2. Create or Edit a project and assign one or more Scorecards to the Project. You will now see a Scorecard tab under candidate profiles in that project.

  3. Add your score:

    and review feedback from other Project Members: 

4. You can sort the candidates by scorecard scores.

Fair evaluations

The project author can turn on the possibility of fair evaluations from the project view under the stage menu. Enabling the option is useful for promoting transparency and fairness in the assessment process. Allowing recruiters to view each other's ratings and scores after providing their evaluations, fosters accountability and encourages honest and unbiased feedback. This transparency helps ensure that evaluations are based on merit and objective criteria rather than personal biases or hidden agendas.


If you’re not grading the candidates during the interview, we recommend adding your scores as soon as possible. It will save time for the interviewers, recruiters, and the candidates.

Scorecards are a great way to see feedback in a consolidated way.

To keep the process quick, use our automated tools to ping your project members to add their scores and comments to the scorecard.

The scorecards can be a good way to analyze the hiring team's performance as well. If you discover any outlier scores, you might want to discuss it with your hiring manager or client the reason behind it. You may pinpoint some unintentional bias or an opportunity to train your managers to improve their interviewing skills.

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