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Sales Interview Score Sheet: Should you be using one?

Posted by Erin Borgerson on November 19, 2012

We all know how important it is to ask the right questions during an interview. The last thing you want is to walk away from an interview feeling like you still don't really know any details about the candidate, aside from what is on their resume. In those situations, you may be passing up a great new hire just because you didn't really know what to ask. 

But what about those interviews that went well? You asked the right questions, got the right answers and the candidate seemed like they would be a great fit with your company culture. However, when it comes time to review each of the candidates with your team, you just can't seem to remember what exactly it was that made one candidate stand out.  hireology score sheet

Have you considered using an interview score sheet? That's how we conduct all our interviews here at Hireology. And no, it's not just because we all have bad memories! It just makes the process so much easier and helps settle those did I hire the right person nerves!

Step 1: Take and compare notes

Assuming you took our advice and stopped conducting interviews alone, chances are good that each interviewer jotted down different notes. Did one interviewer pick up on some inconsistencies that the other didn't? What if you thought a candidate would bring new insights to the company, but your colleague felt they didn't have enough experience? By taking notes during the interview, it will be much easier to move on to step two.

Step 2: Score the Interview

The interview is over and you're looking at pages of scribbled notes, now what? After deciphering what exactly that mess of letters is trying to spell out, it's time to score the interview. How? It really depends on the position. Before scoring each candidate on a whim, do some research. Look at your current employees, what traits do you see in them that you would like your new hire(s) to encompass? Take a look at job descriptions for similar positions at other companies. Would any of those required skills be applicable to the position(s) you're hiring for?

Whether you're not exactly sure about how to accurately score the candidate(s) or you just don't have time to create a scoring system, Hireology has you covered. We have developed thousands of score sheets; after all, no two jobs are alike!

Step 3: The Decision

Your notes and scores from each interview can help you make your case as to why Candidate X should be hired. In today's economy, you simply can't afford to hire less than spectacular talent. By reviewing your notes and scores with the team, it will be much easier to extend that job offer knowing that your descision is supported. 

As an added bonus, interview score sheets are guaranteed to make you a better interviewer. You'll begin to memorize those key questions, improve your note-taking skills and ultimately build a superior team your competitors will envy and customers will appreciate. 

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Maggie Coffey is the coffee-loving Marketing Intern for Hireology, a web-based selection management platform that provides customized interviews, job profiling, and one-click background checks to help you hire the right person. Start your free trial at www.Hireology.com today!

Interviewing Help, Recruiting

Erin Borgerson

About the Author

Erin is the Director of Marketing, Crisis Controller and Culture Ambassador (the last two titles she gave to herself) who joined the Hireology team in April of 2012. As a certified Inbound Marketer, Erin manages Hireology's marketing department, the Hireology Blog, and media relations. She is also a co-leader of the Chicago Hubspot User Group which brings together Hubspot users from around the Chicagoland area. Erin set off to Chicago after graduating from Western Michigan University. In her spare time she can be found shaking it in a Zumba class, reading a bestseller, or drinking a craft beer on her Wrigleyville porch.