# Interview scorecard

General information, not legal advice. Score only what the job needs.

**Applicant:** ________________________

**Role:** ________________________

**Interviewer:** ________________________

**Date:** ________________________

**Stage:** [Technical / System design / Team / Final]

**Accommodation asked for and given:** [None / What was given] (Don't score this.)

## Rating scale

- **1** = Does not meet the bar for this role
- **2** = Below the bar
- **3** = Meets the bar
- **4** = Above the bar
- **5** = Well above the bar

Write what a 1, 3 and 5 answer looks like for each criterion before the first interview. Use the same guide for everyone.

## Technical skills

| Criterion | 1 | 2 | 3 | 4 | 5 |
| --- | --- | --- | --- | --- | --- |
| Problem solving: breaks the problem down and reasons it out | ☐ | ☐ | ☐ | ☐ | ☐ |
| Code quality: readable, tested, well structured | ☐ | ☐ | ☐ | ☐ | ☐ |
| Knowledge of [your stack] | ☐ | ☐ | ☐ | ☐ | ☐ |
| System design: trade-offs, scale, failure | ☐ | ☐ | ☐ | ☐ | ☐ |
| Testing and quality habits | ☐ | ☐ | ☐ | ☐ | ☐ |
| Debugging: finds the cause, not just the symptom | ☐ | ☐ | ☐ | ☐ | ☐ |

## How they work

| Criterion | 1 | 2 | 3 | 4 | 5 |
| --- | --- | --- | --- | --- | --- |
| Explains their thinking clearly | ☐ | ☐ | ☐ | ☐ | ☐ |
| Takes feedback and adjusts | ☐ | ☐ | ☐ | ☐ | ☐ |
| Works through unclear requirements | ☐ | ☐ | ☐ | ☐ | ☐ |
| [One more job duty from the posting, for example "Mentors newer engineers"] | ☐ | ☐ | ☐ | ☐ | ☐ |

## Overall

- ☐ Strong yes
- ☐ Yes
- ☐ No
- ☐ Strong no

## Evidence

**What they did well (quote or describe the answer):**

________________________

**Where they fell short (tie it to a criterion above):**

________________________

**Anything else the decision-maker needs (job-related only):**

________________________

## Before you hand this in

- [ ] Every score has a note that points to something they said or did.
- [ ] Nothing here is about age, family, religion, health, origin or any other protected ground.
- [ ] I scored on my own before talking to the other interviewers.

## Notes (general information, not legal advice)

1. Questions that point to a protected ground can break the law. Sources: Ontario Human Rights Code s. 23(2) (https://www.ontario.ca/laws/statute/90h19), Manitoba Human Rights Code s. 14(4) (https://web2.gov.mb.ca/laws/statutes/ccsm/h175.php).
2. Use set questions, a pre-set answer guide and the same process for everyone. Source: OHRC (https://www.ohrc.on.ca/en/iv-human-rights-issues-all-stages-employment/5-interviewing-and-making-hiring-decisions).
3. Ontario employers must tell each person picked for an interview or test that accommodation is available on request. Source: O. Reg. 191/11, s. 23 (https://www.ontario.ca/laws/regulation/110191).
4. Don't use what you learn about an accommodation to judge if they can do the job. Source: Manitoba Human Rights Commission (https://www.manitobahumanrights.ca/education/pdf/guidelines/guideline_hiringconsiderations.pdf).