The most common problem in interviews is not a lack of good candidates, it is the lack of a shared scorecard: every recruiter asks different questions, rates on different criteria, and ends up comparing assessments that are not comparable. A standard scorecard solves that in ten minutes of preparation.
The five criteria to assess, in this order
The order matters: starting with objective criteria limits the halo effect of a good or bad first impression on the rest of the assessment.
| Criterion | What you assess | Score |
|---|---|---|
| Technical skills | Command of the key tools and methods for the role | /5 |
| Relevant experience | Comparable situations already faced | /5 |
| Problem solving | Reasoning on a concrete case set during the interview | /5 |
| Collaboration & communication | Teamwork, clarity when speaking | /5 |
| Motivation & fit | Real understanding of the role and the company | /5 |
| Logistics | Availability, mobility, salary expectations | Go / No-go |
Three rules to make the scorecard useful
- ✓The same scorecard for every candidate on a role — otherwise the comparison means nothing.
- ✓Separate must-have from nice-to-have — being excellent on a secondary criterion does not make up for a missed dealbreaker.
- ✓Score right after the interview — memory distorts an assessment quickly, especially after several interviews in one day.
What AI can prepare for you
Building this scorecard by hand for every role takes time. In Fabskill, The Analyst generates an interview kit from the job description and the candidate's CV: targeted questions, assessment criteria and follow-up angles, ready to use and editable before the conversation.