Interview Rubric Generator

A written guide that defines what each score means for one competency or question. Instead of 'rate problem solving from 1 to 5', it describes what a 1, 3 and 5 answer sound like, so different interviewers give the same answer the same score.

The rubric is the detailed standard for one competency. The scorecard is the form an interviewer fills in for a whole interview, with all the competencies, ratings, must-haves and an overall recommendation. You use the rubric while scoring each line of the scorecard.

Three clear anchors are easier to write and remember than five, and interviewers can place an answer between them. A 2 sits between weak and meets the level; a 4 meets the level fully and shows some of the strong evidence. The generator adds that wording automatically.

Write rubrics for the competencies that decide the hire, usually three or four. This tool builds up to three at a time; run it again for more. Simple yes/no requirements such as a licence or a qualification don't need a rubric — put them on the scorecard as must-haves.

The structure, yes; the wording, rarely. A level-3 answer on stakeholder management for a graduate is different from one for a department head. Keep a library of rubrics, but adjust the anchors to the seniority and context of each role.

It describes observable evidence — what the candidate said, did or produced — rather than adjectives. 'Gives a real example, compares two options and explains the result' is a good anchor; 'shows good judgement' is not, because two interviewers will read it differently.