A scorecard lists the criteria agreed for a role, often grouped into skills, experience and behaviours, with a rating scale and space for evidence against each one. Assessors complete it during or straight after an interview, before discussing the candidate with anyone else. A finished scorecard might show a strong score for customer handling, backed by a specific example, and a weaker one for scheduling experience.
Scorecards turn impressions into evidence that can be compared across candidates and assessors. Agreeing the criteria with the hiring manager before interviews start keeps everyone assessing the same things. Completing them independently limits the influence of the most senior or confident voice in the debrief, and the forms provide a lasting record of why each decision was made.