Scorecards give hiring teams a consistent, fair, and structured way to evaluate candidates throughout the interview process.

Instead of relying on memory, unstructured interview notes, or different interviewers judging candidates in different ways, scorecards make sure every candidate is evaluated against the same job-relevant criteria.

They give recruiters and hiring managers a complete 360-degree view of each candidate by combining structured interview questions, interviewer comments, competency scores, and an overall hiring recommendation.

The result is a more consistent interview process, clearer collaboration between interviewers, and better-informed hiring decisions.

A scorecard is a structured interview evaluation that helps recruiters and hiring managers assess candidates consistently.

Each scorecard contains the competencies that matter for the job, such as communication, problem solving, leadership, or teamwork.

Within each competency, interviewers can see the questions they should ask, record their comments, and provide a score based on the candidate's answers.

SupportFinity then brings these evaluations together to provide two important perspectives:

1. Quantitative evaluation: A structured score based on the candidate's performance across competencies.

2. Qualitative evaluation: The interviewer's overall impression and hiring recommendation.

Together, these provide a more complete picture than either interview notes or a simple numerical score alone.

When multiple interviewers submit scorecards, the hiring team can review their evaluations individually or together and compare candidates using the same criteria.

Hiring decisions can become inconsistent when every interviewer asks different questions or evaluates candidates based on different criteria.

Scorecards help solve this by giving the entire hiring team a shared evaluation framework.

With scorecards, hiring teams can:

Scorecards are especially valuable when several people are involved in the hiring process because every interviewer can provide an independent evaluation while the hiring team still gets one complete view of the candidate.

Every scorecard can contain one or more competencies.

A competency represents a specific skill, behavior, or area of knowledge that the hiring team wants to evaluate.

For example, a scorecard may contain the following competencies:

SupportFinity provides these competencies out of the box, and hiring teams can also create their own custom competencies based on the requirements of the role.

Each competency can contain any number of interview questions.

For example, a Problem Solving competency could contain questions designed to understand how the candidate approaches difficult situations, analyzes information, and makes decisions.

This helps interviewers know exactly what they should evaluate instead of entering an interview without a consistent structure.

Questions can be created manually or generated with AI.

Every competency can have its own weight.

This allows the hiring team to reflect what matters most for a particular role.

For example, leadership may carry greater weight when evaluating a management position, while technical problem solving may carry greater weight for an engineering position.

The weighted competencies contribute to the candidate's overall scorecard result.

Scorecards can be created while creating a job or added later from the job settings.

They can also be edited and adjusted whenever the hiring process changes.

During job creation, go to Step 2: Hiring Process and find the Scorecards section.

From there, you have two options:

Create from scratch: Build your own competencies, questions, and weights.

Create with AI: SupportFinity can automatically generate a scorecard based on the job description created in Step 1.

The AI-generated scorecard can then be reviewed and customized by the hiring team.

Individual competencies or questions can also be regenerated with AI or edited manually.

Once the scorecard is ready, it can be saved as a template and reused for future jobs.

From inside the ATS:

Job Settings → Options → Scorecards → Add New Scorecard

You can then create a new scorecard, customize its competencies and questions, or reuse an existing template.

Scorecards can be attached directly to an interview when scheduling it.

Open the candidate you want to interview and select:

Schedule Interview

Inside the interview scheduling window, find the Scorecard field and select the scorecard you want interviewers to use.

The available list will include scorecards associated with that job.

Once the interview is scheduled, each team member assigned to the interview receives an email containing access to the scorecard.

This makes the evaluation framework available before and during the interview.

An interviewer can access the scorecard in two ways.

1- They can open the scorecard directly from the interview email they received.

2- Or they can open the candidate inside the ATS and go to:

Candidate Profile → Scorecards → Select Scorecard → Fill Scorecard

This makes it easy for interviewers to complete the evaluation whether they are working directly from their email or inside SupportFinity.

During the interview, the scorecard acts as a structured guide.

The interviewer can follow the questions associated with each competency, capture notes about the candidate's answers, and evaluate the candidate based on the defined criteria.

The recommended workflow is:

Once submitted, the scorecard cannot be edited. This helps preserve the integrity of each interviewer's original evaluation and prevents scores from being changed after reviewing other interviewers' opinions.

Once submitted, the scorecard becomes part of the candidate's permanent interview history.

The scorecard will appear in the candidate's timeline and the candidate card inside the ATS.

This gives the hiring team a clear record of:

This makes it much easier for the hiring team to discuss candidates using actual interview evidence rather than relying on memory or scattered notes.

A candidate's score and overall recommendation can be quickly viewed from the candidate card inside the ATS.

For a complete evaluation, open the candidate timeline to review the submitted scorecard, competency scores, interviewer comments, and overall recommendation.

One of the most important benefits of scorecards is the ability to compare candidates using the same evaluation framework.

Inside the job ATS dashboard, go to:

Options → Reports → Scorecards

The Scorecard Report provides a consolidated view of candidate evaluations and allows applicants to be compared and sorted based on their scorecard results.

Instead of asking, "Who did we like the most?" the hiring team can compare candidates based on how they actually performed against the competencies defined for the role.

This creates a much more transparent and consistent way to make final hiring decisions.

A job does not need to use only one scorecard.

Different scorecards can be created for different interview stages.

For example:

Recruiter Screen: Communication, motivation, availability, and basic qualifications.

Hiring Manager Interview: Role expertise, problem solving, ownership, and experience.

Technical Interview: Technical knowledge and job-specific skills.

Leadership Interview: Leadership, decision-making, collaboration, and strategic thinking.

Final Interview: Culture contribution, long-term potential, and overall recommendation.

This allows each interview stage to focus on the areas that matter most without repeatedly asking candidates the same questions.

Scorecards are especially useful during panel interviews.

If several interviewers participate in the same interview, each interviewer can complete their own scorecard independently.

This prevents one person's opinion from becoming the opinion of the entire panel.

After the interview, the hiring team can review all submitted scorecards together and see where interviewers agreed or disagreed.

The complete evaluation history remains available in the candidate timeline and candidate record.

Yes. Different scorecards can be used for different stages of the hiring process. This allows each interview to focus on the competencies most relevant to that stage.

Yes. A scorecard can be saved as a template and reused for other jobs.

Templates are particularly useful when your organization frequently hires for similar roles or wants to maintain a consistent interview framework across departments.

Yes. Each interviewer can complete their own scorecard independently.

Their evaluations can then be reviewed together after the interview, giving the hiring team a broader and more balanced view of the candidate.

Yes. During job creation, SupportFinity can generate a scorecard based on the job description.

Hiring teams can then review, modify, regenerate, add, or remove competencies and questions before using it.

Yes. You can use SupportFinity's built-in competencies or create custom competencies specific to the job.

No. Once an interviewer submits a scorecard, it cannot be edited. This protects the integrity and independence of the evaluation.

A great interview process should not depend on who happened to conduct the interview or who remembers the candidate most clearly.

Scorecards turn interviews into a consistent, structured, and collaborative evaluation process.

Every interviewer knows what to assess. Every candidate is evaluated using clear criteria. Every evaluation stays connected to the candidate. And when it is time to make a decision, the hiring team has structured evidence to support it.

The result is a fairer interview experience for candidates and a clearer, more confident hiring decision for the team.