Human Resources · Free tool
Candidate Scorecard Template
Hiring decisions drift when each interviewer remembers a different conversation. This candidate scorecard fixes the must-haves for a role first, then asks you to score every candidate from 1 to 5 against each one, so hiring managers, founders and HR can compare people on the same criteria and rank them.
- OutputA ranked candidate list
- No sign-up
- Copy or print the result
- How it works ↓
Your entries stay in this browser. Use Fill example to see a finished page first.
What this HR tool gives you
The output names the role, lists the must-haves, and shows a ranked table with each candidate's average and individual scores, plus who leads. Bring it to the debrief so the discussion starts from evidence. Scores are kept in your own browser only, and there is no sign-up to use it.
What you enter
- Role: the job title you are hiring for
- Must-haves: one line per criterion (three by default; add or remove as needed)
- Candidates: a name for each person (add as many as you need)
- Scores: a score from 1 to 5 for each candidate against each must-have
Worked example
The example role is part-time bookkeeper, with must-haves: closes a monthly file, explains cash in plain language, available two days a week. Amina scores 5, 4, 5 for an average of 4.67; Noor scores 4, 4, 4 for 4.00; Leo scores 3, 5, 2 for 3.33. The ranked list is Amina, Noor, Leo.
How does the candidate scorecard rank applicants?
For each named candidate, the tool averages the scores they received across the must-haves, unweighted, and rounds to two decimals. Candidates are ranked by that average from highest to lowest; ties are ordered alphabetically by name.
Scores must be between 1 and 5. A blank score is left out of that candidate's average, and any score outside the range triggers a warning and is ignored. When a cell is blank, the page tells you to fill it before treating the rank as final. The ranking needs a role, at least one must-have and one scored candidate.
Tips before you use the result
- Write must-haves as observable behaviors ("closes a monthly file") rather than traits ("detail-oriented").
- Agree what a 1, a 3 and a 5 look like for each must-have before the first interview.
- Each must-have counts equally, so leave nice-to-haves off the list rather than letting them dilute the average.
- Look at the individual scores, not just the average: a 2 on a true must-have can matter more than a high average.
Frequently asked questions
What is a candidate scorecard?
It is a structured sheet that lists the criteria a role requires and records a score for each candidate against each criterion. Using the same criteria for everyone makes comparisons fairer and easier to explain. This template scores 1 to 5 and ranks candidates by their average.
Are the must-haves weighted?
No. Every must-have carries the same weight, and the average is a simple mean of the scores entered. If one criterion is far more important, consider treating it as a pass or fail screen before scoring, or reduce the list to the criteria that truly decide the hire.
What happens if I skip a score?
A blank score is excluded from that candidate's average rather than counted as zero, and the table shows it as a dash. The page then reminds you to complete the blanks before relying on the ranking, since an average built on fewer scores is not directly comparable.
Can I use decimals like 3.5?
Yes. Any number from 1 to 5 is accepted, including decimals. Scores below 1 or above 5 are rejected with a warning naming the candidate and the must-have, and that score is left out of the average until you correct it.
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Results depend on the figures you enter; check them against your own records before you rely on them. Last updated: October 2026 · Kurums editorial team.