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Interview evaluation template

Here is a basic template for an interview evaluation form: [Company Logo] Interview Evaluation Form for [Position Name]

Candidate Information:

  • Full Name:

  • Date of Interview:

  • Interviewer Name:

  • Interviewer Title:

Interview Questions: Please rate the candidate's response to each question, using a scale of 1-5 (1 = Poor, 2 = Below Average, 3 = Average, 4 = Above Average, 5 = Excellent).

Job-Related Experience:

  • What is your experience with [specific job-related skill or task]?

  • Can you provide an example of a time when you successfully [accomplished a related task]?

  • How do you approach [a common challenge or responsibility in the position]?

Problem-Solving and Decision-Making:

  • Can you describe a situation in which you had to make a difficult decision, and how did you approach it?

  • How do you prioritize and manage multiple tasks or projects at once?

  • Can you give an example of how you have identified and solved a problem in your previous experience?

Teamwork and Collaboration:

  • How do you collaborate and communicate with team members and stakeholders to achieve common goals?

  • Can you provide an example of a time when you successfully resolved a conflict with a team member or colleague?

  • How do you approach working with team members who have different working styles or backgrounds than you?

Personal Motivation and Fit:

  • What motivates you to work in this field or industry?

  • How do you stay current with industry trends and developments?

  • Can you describe your ideal work environment and how you fit in with that environment?

Overall Evaluation:

  • Overall Evaluation of Candidate:

  • Strengths:

  • Weaknesses:

  • Areas for Further Evaluation:

  • Hiring Recommendation:


  • Additional Comments on the Candidate's Performance, Qualifications, or Fit for the Position:

Please note that this is a basic template, and your interview evaluation form may vary depending on the specific needs and goals of your organization and the requirements of the position. It is important to ensure that the evaluation criteria are job-related and non-discriminatory, and that they provide a fair and objective assessment of the candidate's qualifications and fit for the position. Additionally, it is important to treat all candidates equally and with respect throughout the hiring process, and to maintain confidentiality of the evaluation information.

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