Interview Evaluation

An interview evaluation is one scorecard: one candidate, one round, one panel. It lists the competencies the panel marked, what each was worth, what he scored, and the recommendation the panel came to. The totals are worked out for you, so two panels cannot grade the same card differently.

Where

Recruitment & Onboarding › Interview Evaluation

Who uses it

The panel lead, or HR typing up his sheet

When

On the day of the interview, before the panel forgets

Needs first

Recruitment Applicant, and the interviewers on Employee Basic Information

What it is for

The commonest thing a hiring manager says after an interview is that he liked the candidate. The commonest question three weeks later is why the other man was taken instead. This screen is what turns the first sentence into something that answers the second.

One record is one candidate seen by one panel in one round. The scorecard underneath is the competencies: communication, technical knowledge, supervisory experience, whatever the client interviews on. Each competency carries a weight, a maximum and the mark the panel gave, and PeopleNest works out the weighted score for each line and the percentage for the whole card.

Three rules make the percentages comparable between candidates, which is the only reason to score an interview at all.

• The weights on a card must come to exactly 100. A card that comes to 90 or 110 is refused, and the message says what it came to.
• A competency is marked out of its own maximum, so one competency can be out of 5 and another out of 10 without distorting the card.
• A full card is therefore worth 100 whatever the maxima were, so Total Score and Score % always show the same number. Read either one.

Because the weights must come to 100, one record holds one complete card. Three panel members marking the same candidate means three records, not three sets of lines. That is the right shape: each member's own percentage stays visible, and nobody's marks are averaged away before anyone has seen them.

The score does not travel anywhere by itself. Copy the percentage onto the candidate's line on the Applications Pipeline so the funnel carries one number per candidate.

Every field, in plain words

Interview

Field	What it means	What to put in it	Notes
Transaction	The reference of this scorecard	IV-2026-0231	Required. Must be unique. One per candidate per panel per round.
Transaction Date	The day the scorecard was written up	29 Jan 2026	Required. It cannot be earlier than the interview date, because an interview cannot be written up before it happens.
Applicant	The candidate interviewed	Pick it from the list, for example APP-2026-0147	Required. Comes from Recruitment Applicant.
Applicant Name	His name	Fills itself from the Applicant. Leave it.
Recruitment Request	The vacancy he was interviewed for	Pick it from the list, for example REQ-2026-014	Fill it. It is what lets you read all the interviews for one vacancy together.
Position	The position he was interviewed for	Pick it from the list, for example Production Supervisor

Panel

Field	What it means	What to put in it	Notes
Interview Date	The day the interview happened	29 Jan 2026	Required. It cannot be after the Transaction Date.
Round	Which round this was	Pick it from the list, see below	Required.
Mode	How the interview was held	Pick it from the list, see below
Panel Lead	Who led the panel	Pick him from the employee list, for example Shahid Mehmood	He is the person who owns this card. The other members go on the scorecard lines.
Panel Lead Name	His name	Fills itself from the Panel Lead. Leave it.

Round takes one of seven values:

• SCREEN Screening. The first short conversation, often on the phone.
• R1 Round 1, R2 Round 2, R3 Round 3. Use these when the client numbers its rounds instead of naming them.
• TECH Technical. The round that tests whether he can do the work.
• HR HR. The round about pay, notice period, relocation and references.
• FINAL Final. The round with whoever signs the hire off.

Mode takes one of four values:

• FACE In Person. He came to the office or the plant.
• VIDEO Video Call.
• PHONE Telephone.
• PANEL Panel. More than one interviewer at once, in the same room or the same call.

Result

Field	What it means	What to put in it	Notes
Maximum Score	What a perfect card is worth	Fills itself as 100 as soon as there is a line. Leave it.	Always 100, because every competency is weighted.
Total Score	The weighted marks he earned	Fills itself by adding up the lines. Leave it.
Score %	The same figure as a percentage	Fills itself. Leave it.	Always equal to Total Score, because a full card is worth 100. This is the number to copy onto the pipeline.
Recommendation	What the panel recommends	Pick it from the list, see below	Required. A scorecard with no recommendation is a sheet of marks nobody has drawn a conclusion from.
Panel Remarks	What the panel said as a group	Knows the machines. Hesitant about handling a shift of thirty men.
Remarks	Anything HR needs to note	Asked about transport from Jaranwala Road.

Recommendation takes one of five values:

• STRONG Strongly Recommended. Hire him, and move quickly or somebody else will.
• HIRE Recommended. Hire him.
• NEXT Move to Next Round. The panel is not deciding, it is passing him on.
• HOLD Keep on File. Not for this vacancy, worth keeping. Put the application in the talent pool on his Career Application.
• REJECT Not Recommended. Say why in Panel Remarks, and put the reason on his pipeline line.

Scorecard

One line per competency marked. At least one line is required.

Field	What it means	What to put in it	Notes
Competency	What was marked	Technical knowledge of airjet looms	Required. Type it. The client's own interview sheet is the right source for these words.
Weightage %	How much this competency counts	40	Required. Between 1 and 100. The weights on the card must come to exactly 100.
Maximum Score	What this competency is marked out of	10	Required, and greater than zero. It can differ from line to line.
Score	What the panel gave him	8	Required. Between zero and the line's maximum. A mark higher than the maximum is refused on the line itself.
Weighted Score	What that mark contributes to the card	Fills itself. Leave it.	The mark divided by the maximum, times the weight. The arithmetic is set out in the maths.
Interviewer	Which panel member gave this mark	Pick him from the employee list, for example Nadia Saleem	Use it on a panel interview, where different members marked different competencies.
Comments	What he said about this competency	Named the fault codes without being prompted.	The most useful column on the screen three weeks later.
Remarks	Anything else on the line	Marked low because the question was unclear.

How to configure it

1. Agree the competencies and their weights with the client before the first interview, and make sure they come to 100. Agreeing them per interview produces cards nobody can compare.
2. Make sure the candidate is on Recruitment Applicant and the interviewers exist as employees, or the Panel Lead and Interviewer lists have nobody in them.
3. Open Interview Evaluation, give it a reference, and set the Transaction Date to the day you are typing it up.
4. Pick the Applicant, the Recruitment Request and the Position.
5. Fill the Panel group: the interview date, the round, the mode and who led it.
6. On the Scorecard, add one line per competency with its weight, its maximum and the mark. Name the Interviewer on each line if more than one person marked.
7. Check that the weights come to 100. Pick the Recommendation and write the Panel Remarks.
8. Save. The totals and the percentage appear. Copy the percentage onto the candidate's line on the Applications Pipeline.

Scenarios

"Three people interviewed the same man and we need to see their scores together"

Each of the three writes his own card: three records, same candidate, same vacancy, same round, one per panel lead, each with its own complete set of competencies coming to 100. Each then carries its own Score %, and the three can be read side by side because they are weighted the same way. 78, 71 and 55 tells you that one of the three saw something the other two did not, which is exactly the conversation worth having.

If instead the three sat together in one interview, use one card with Mode set to PANEL and name the Interviewer on each competency line. One card, one percentage, and it is still clear who marked what.

Whichever shape you use, put one figure on the Applications Pipeline, normally the final round's percentage or the average the client agrees to. The pipeline is the summary, the cards are the evidence.

"He has been through screening, a technical round and a final"

Three records, with Round set to SCREEN, TECH and FINAL. Read them in order and the candidate's progress is on the page: a screening recommendation of NEXT, a technical card at 82, a final card at 76 with HIRE.

"The panel used a sheet marked out of 50 and we want percentages"

You do not have to rescale anything. Mark each competency out of whatever the client's sheet uses, put the real maximum on the line, and the weight does the rest. A line out of 50 and a line out of 5 sit on the same card without distorting it.

"It will not let me save, it says the weightages come to 85 percent"

Then they do, and the card would not be comparable to any other. Add the missing competency, or raise the weights until they come to 100. This refusal is the single most useful thing the screen does.

"The same candidate is being interviewed for two different vacancies"

A card each, with the Recruitment Request and the Position set to the vacancy actually being discussed. One candidate record, two cards, two percentages, and no confusion about which job the 78 belongs to.

What it is connected to

• Recruitment Applicant supplies the candidate.
• Recruitment Requisition is the vacancy named on the card.
• Recruitment Applicant Screening is what happened before the interview, and its Notes are what the panel should read first.
• Applications Pipeline is where the percentage is copied so the funnel carries one number per candidate.
• Offer is the next step for a recommended candidate.
• The weighting arithmetic is set out in the maths.

If something looks wrong

• "It says the weightages must come to 100 percent" - they do not. The message says what they come to. Fix the lines.
• "It will not accept the mark we gave" - the mark is higher than that line's maximum, or it is zero. A competency has to be marked, and marked within its own maximum.
• "It says a competency must have a maximum score" - a line was left with no maximum. Every line needs one.
• "It says the interview cannot be dated after the evaluation" - the Interview Date is later than the Transaction Date. The interview happened first.
• "It says an evaluation needs at least one competency" - the scorecard is empty. A card with no lines scores nothing.
• "Total Score and Score % are always the same number" - they are, by design. A full card is worth 100, so the weighted total already is the percentage.
• "The score did not appear on the pipeline" - nothing copies it for you. Type it into the Score column on the candidate's pipeline line.