Hiring Forms

Interview Evaluation Form: Free Template (PDF & Excel)

An interview evaluation form captures one interviewer's structured feedback from one interview round — ratings on technical knowledge, communication, problem solving and fit, plus a clear recommendation — instead of a verbal "I liked them" after the fact. Download the free PDF and Excel version below.

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What This Form Covers

  • Candidate, position, interview date, interviewer, round, and mode (in-person/online/phone)
  • Evaluation areas: technical/functional knowledge, communication, problem solving, role understanding, teamwork/collaboration, overall fit — each rated 1–5 with comments and evidence
  • Recommendation, interviewer summary, next step, and decision date

How to Use This Form

  1. Fill it out immediately after the interview, not at the end of the day or the next morning — specific recall fades fast, and the "evidence/notes" field is only useful if it's actually specific
  2. Use the evidence field to note what the candidate actually said or did, not just an impression — "couldn't explain how they'd debug X" is more useful later than "weak technical answers"
  3. One form per interviewer per round — don't combine multiple interviewers' feedback into a single form, since that loses the individual signal a candidate scorecard later needs to weigh
  4. Submit it before the next round is scheduled so the hiring team can calibrate on what to probe further

Disclaimer: this is a general template, not legal advice. Review it against your company policy and applicable law before use.

Related: Candidate Scorecard · Candidate Tracker · Hiring Management System

Frequently asked questions

Candidate and round details, ratings across key evaluation areas (technical skill, communication, problem solving, fit) with comments and evidence, plus a clear recommendation and next step.

This form captures feedback from a single interview round by a single interviewer. A candidate scorecard consolidates evaluations across all rounds into the final hiring decision.

Yes — a separate form per interviewer per round preserves individual signal. Combining feedback into one shared form makes it harder to tell whether an evaluation reflects consensus or one person's view.

As close to immediately as possible. Specific details (what the candidate actually said, how they approached a problem) fade within hours, and vague recall makes the "evidence" field far less useful.

A simple 1–5 scale per area, as used in this template, is usually enough — overly granular scales (1–10, or decimal scoring) tend to create false precision without improving decision quality.

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