Hireology Blog - Insights for better hiring & HR


The 4 Freedoms of Using an Interview Scorecard

Posted by James Patrick Kahler on July 3, 2015

As Bill Pullman’s character, President Thomas Whitmore once famously said in the 1996 classic, “Independence Day:”

"We will not go quietly into the night!" We will not vanish without a fight! We're going to live on! We're going to survive! Today we celebrate our Independence Day!”


That’s the attitude hiring managers must take during the recruiting process. At times, it’s definitely stressful and time consuming to find the perfect candidate. However, if you can strive and fight-on like President Whitmore did in “Independence Day,” then you’re bound to find your ideal candidate soon enough.

(If you’ve never heard of the speech I’m referring to, click this link now!)

Before you bust out the BBQ, cooler and fireworks on the 4th of July, think about this: how are you avoiding stress as a hiring manager? Odd question, I know, but believe it or not there are ways to limit the amount of stress you may have.

One way to do so is by using an interview scorecard during your hiring process. By using this easy-to-use hiring tool, it exposes some of the finer things in hiring that you should be relishing.

4 Things to Cherish from a Scorecard


In honor of our Independence Day and Franklin D. Roosevelt’s famous Four Freedoms speech, I thought I’d share the four freedoms hiring managers receive in return for using interview scorecards:

  1. Freedom of Saving Time—using a scorecard during a phone interview helps you closely evaluate a candidate before you decide to bring him or her in for a face-to-face interview. Tracking his or her answers to your questions allows you to better analyze whether he or she is truly fit for the job. What’s the point of bringing semi-qualified candidates into the office if you’re probably not going to hire them anyways? It’s a waste of time and easy to avoid.
  2. Freedom of Accurate Hiring—no one should make a hiring decision based on a gut feeling. Using an interview scorecard allows you to review your candidates in a quantitative way, so that you can clearly tell who’s qualified for your job and who is not.
  3. Freedom from Bias—since scorecards help you keep track of your candidate's talents, skills and qualifications for your open positions, they therefore help you avoid any biased decisions you might accidentally make. Hiring someone just because he or she went to the same college as you did is nice, but it’s also unfair and not an accurate way to evaluate a candidate.
  4. Freedom of Simple Assessment—the best part about using scorecards during interviews is that they are stress-free! Seriously…all you have to do is fill out your personal notes in the box underneath the interview questions, which Hireology provides for you. When your candidate gives a response, you can just write or type any notes you might have—all of which are saved for later review.

Don’t let the stresses of hiring bother you, especially near the holiday seasons. Download our complimentary eBook below and see how interview scorecards will help make your hiring process much smoother and stress-free!

interview scorecard, interview score sheet, scoring interviews, interviewing, interview help

Interviewing Help, Hiring Tips, Hiring

James Patrick Kahler

About the Author

James Patrick Kahler is Hireology’s Copywriter & Content Specialist. He is a graduate of the E.W. Scripps School of Journalism at Ohio University and has over four years of professional experience writing for various industries. Outside of the office (and sometimes inside), he has a passion for comedy, advertising and his Cleveland sports teams…all of them.