Free Interview Templates & Boards | smart sheet (2023)

Job interviews offer both employers and applicants a chance to get a sense of whether the position, work environment, company culture, and goals would be a good match.

We've rounded up the best interview templates for employers, including schedule and question templates, an exit interview template, and final evaluation scorecards. The templates are available for free download in Excel, Word, PDF and Google formats.

interview templates

Job Interview Agenda Template

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Download the interview schedule template

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This agenda serves as a template for an interview plan: it breaks down each part of the interview process into clear steps, identifies who is responsible for each step, and provides a timeline to follow. For group interviews or long agendas, it may be helpful to create a structured outline so that everyone involved in the process knows the interview format. Modify the template to create an agenda that fits your organization and the role you hold.

job interview template

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Download the interview plan template

Standing out|pdf|smart sheet

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Create a schedule to keep track of interviews with multiple candidates. This interview planning template can also be used to coordinate multiple activities for an applicant, such as: B. Interviewing multiple individuals or teams, giving a presentation, or attending other interview events. To change the template, simply edit the headers of each column in the custom schedule table.

Template for a short interview form

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Download the brief interview form template

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This interview form covers the basics on one page, with space for questions, a brief assessment, and comments or recommendations. Add interview details at the top, e.g. Like the position you applied for, the date and time of the interview, the names of the candidate and the interviewer, and any other details you want to track. Use the template as a guide to create your own summary interview form.

Interview Guide Template

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Download the interview guide template


An interview guide template can guide interviewers through the steps of introducing candidates to the interview process, asking pre-planned questions, evaluating the responses, and evaluating candidates to decide whether to proceed to the next interview step. hiring. Use this template as an outline to create your own guide, adding a script for interviewers to follow, information relevant to the position, and specific questions to determine applicant qualifications. The template includes a basic scorecard and rating scale, and space for comments or recommendations.

interview question template

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If you need ideas for questions to ask during an interview, use this template as part of your brainstorming process. Candidates can also use this template as a best practice guide for answering interview questions. The template includes sample questions intended to collect information on a variety of skills and attributes. Customize questions for a specific role, industry, and type of interview.

‌ Download Interview Question Template - Word

finish interview template

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Download the exit interview template


Exit interviews are an opportunity for employers to gather information about an employee's work experience, including feedback on what elements of a job or organization may need improvement. This template provides a survey for employees leaving a job, with questions about the reasons for leaving, experience with the company, and job satisfaction. As with the other templates on this page, the template can be customized to meet the needs of your HR department.

Interview Assessment and Scorecard Templates

Interview Evaluation Form Template

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Download the interview evaluation form template


Please list the core competencies and credentials required for a position, along with any other qualities you would like to rank for, such as: B. communication style, interview readiness, or initiative. Evaluate a candidate by assigning a score to each item based on how well they meet the requirements. The template includes a rating scale to indicate whether a competency was missing, average, or excellent. You can also add notes to record why you gave it a certain score.

Interview Assessment Scorecard Template

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Download Interview Assessment Scorecard Template


After completing an evaluation form and assigning points to show how a candidate performs on each requirement, use this scorecard template to add up the total scores for a quick overview of the results. It can also be used to calculate average scores and see how many items received high or low scores. Add notes to support decisions and recommendations based on the data collected.

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Candidate Comparison Scorecard Template

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Download the candidate comparison scorecard template


Once candidates have been ranked based on interview performance, relevant experience, skills, and other factors, you can compare their scores with other applicants. This scorecard displays candidates side by side, along with overall ratings, to help you decide which candidates will move on to the next part of a hiring process. Add interviewer names and notes to keep track of each step in the hiring decision.

Covering the basics: what to include in a job interview

Interviews, of course, vary widely depending on the type of job a candidate is applying for, the size and type of business or organization that is hiring, industry standards or requirements, and other factors. Creating templates for a variety of positions, from entry-level to managerial and executive positions, can help define the basic skills required for a job, create a standardized approach to interviewing and evaluating applicants, and streamline the application process. interviews. Clear expectations and procedures to follow. While the content and format of an interview is determined by the position, here are some general items that are typically covered:

  • aspirations:By asking questions about a candidate's future goals or aspirations, you can gain insight into their own standards of success, whether they want long-term commitment, and how their career development plans might align with company goals.
  • Results:Performance measurement should be based on actual results, such as B. Career accomplishments, past accomplishments from a previous employer, and lessons learned from successes and setbacks.
  • Conflict:Getting concrete examples of how a candidate has dealt with conflict in previous work settings can provide insight into their strengths and weaknesses when it comes to interpersonal challenges. This quality can be particularly important for leadership roles that involve working closely with teams, facilitating cross-group communication, and mediating conflict.
  • Take decisions:Can the candidate give examples of effective problem solving? What kinds of decisions are they responsible for making on a daily, monthly, or yearly basis? Asking questions that illustrate your leadership style and approach to handling important decisions can help you identify feelings about whether a candidate is willing to take the initiative or collaborate when necessary.
  • Feature Clarity:Asking questions to assess a candidate's knowledge of what the position entails, the role they will play in the organization, and why they are applying for the position not only provides a sense of understanding of the candidate, but also gives them an opportunity to describe their reasons. . for being the right person for the job.
  • Culture Fit:Looking for qualities related to personal character, professional values, teamwork, and preferred work environment or leadership style can help you assess how a candidate might fit into an organization's culture.
  • Skills and competencies:These can range from evaluating experience with specific devices or technology to evaluating soft skills such as communication, initiative, and leadership. They may also include prior experience with specific roles, relevant educational background and training, and examples of work experience preparing for success in a specific role.

Interview questions may also relate to planning and organizational skills, salary requirements, work standards, and confirming or expanding on information contained on a resume. Interview templates often have a built-in grading scale to allow interviewers to easily rate and rank a candidate's responses, and then assign an overall score based on the results.

What not to ask in an interview

According to theCommission for Equal Employment OpportunitiesThe EEOC prohibits discrimination in all aspects of employment, including steps in the pre-employment process, such as B. Advertising and hiring for job openings, application requirements for candidates, and what interview questions are asked. In general, it is important to only request information that will be used to make a hiring decision. That means avoiding topics related to gender, race, marital status, age, disability, or pregnancy. Interviewers may need training to fully understand what types of questions might violate employment laws. In fact, a friendly or sympathetic question can be interpreted as a search for information that could be used in a discriminatory way.

Behavioral vs. Situational Interview Questions

Behavioral interview questions focus on how a candidate has handled past situations to give insight into how they would perform in the position for which they are applying. The questions are designed to provide concrete, real-world examples of past behavior in work situations. Because of their focus, they are sometimes called STAR (Specific Situation, Task Required, Actions Taken, and Results) interview questions. Behavioral questions can illustrate how a candidate is likely to react in a given situation and provide examples of interpersonal and time management skills. The examples a candidate shares can show what they find challenging or difficult. Behavioral questions can also provide opportunities to find out what a candidate has learned from previous challenges. Here are three sample behavioral interview questions:

  • Describe a time when the efficiency of a process improved. How did you achieve this?
  • Tell me about an experience in which you worked closely with someone whose personality was very different from yours.
  • Talk about a time when you had to juggle multiple responsibilities. How did you deal with this situation?

Situational interview questions are similar to behavioral questions, but instead of focusing on past experiences, the interviewer offers a what-if scenario and asks the candidate to describe how they would handle that situation. This can be helpful in identifying how someone might handle the responsibilities of a particular job, how they might handle problem-solving challenges, and what their general experience is. Situational questions may include:

  • If a manager ran a project by encouraging team members to be competitive rather than collaborative, how would you react?
  • What would you do if you discovered that a project would not finish before the deadline due to an error?
  • How would you treat a colleague if you couldn't develop a positive relationship with him?

Both behavioral and situational questions ask candidates to consider different scenarios, but behavioral questions focus on past experiences, while situational questions ask how something might be handled in the future. Most interviews involve a combination of both approaches, as well as general background and competency questions.

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Why use assessment scorecards for interviews?

Using a scorecard to assess an interview provides a standardized and efficient way to rank candidates. This method helps ensure fairness when comparing different applicants, since everyone's results are based on the same factors. A scorecard can also be a useful tool for comparing how different interviewers rate the same candidate. In addition, a standardized evaluation system can also offer some protection for a company if a candidate claims that they were judged unfairly or that the result was influenced by interviewer bias. Completing an evaluation scorecard creates documentation that supports hiring decisions and guards against bias. Finally, another advantage of a scorecard is that it can highlight the core competencies required for a position, so important qualifications aren't overlooked and candidates are evaluated based on specific requirements.

Taking the time to train interviewers on how to use evaluation forms and scorecards can also help ensure the interview process runs smoothly and promote accuracy and consistency. Be sure to answer all the questions before the interview begins.

Tips for Applicants: Preparing for an Interview

Just as companies need to define their interview objectives and understand how certain questions contribute to a hiring decision, candidates need to prepare for the interview. One of the most important things to remember when answering interview questions is to use specific examples to illustrate your experience and skills. Here are some more tips to keep in mind:

  • Transform Weaknesses:Everyone makes mistakes, and you may be asked to describe a specific mistake and how you fixed it. Focus on what you have learned and things you have fixed or are fixing, e.g. B. Closing a knowledge gap through additional training.
  • Please investigate:Giving an expert answer about why you would like to work at a particular company requires some knowledge of the organization's background, values, and products.
  • Stay positive:Avoid saying anything negative about a previous employer. Even if you have been fired from a job, try to present the reason he left in a positive light.
  • Be the best:Employers want to know why you are the best candidate for a job. Focus on how your experience, skills, and knowledge have prepared you to be the best candidate.
  • Keep focus:Some interview questions can be very broad, e.g. B. "Tell us something about yourself." For open-ended questions, focus on your interest in the position and the relevant skills and qualities you have to offer.

Going to interviews can seem daunting, but good preparation and practice can help make the process go more smoothly. Read sample interview questions and ask a friend to help you practice your answers.

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Is it OK to have a cheat sheet in an interview? ›

Relax—a cheat sheet is not really cheating. It's a checklist to make sure you stay focused before, during, and after the interview. Creating a cheat sheet will help you feel more prepared and confident. You shouldn't memorize what's on the sheet or check it off during the interview.

What are the 10 most common behavioral interview questions and answers? ›

Behavioral Interview Questions and Sample Answers
  • Tell me about how you worked effectively under pressure. ...
  • How do you handle a challenge? ...
  • Have you ever made a mistake? ...
  • Give an example of how you set goals. ...
  • Give an example of a goal you reached and tell me how you achieved it.
Dec 2, 2022

Is it okay to memorize interview answers? ›

MYTH #1: Memorize your answers to interview questions.

First of all, memorized responses usually sound stiff and rehearsed. Don't let a script stand in the way of building rapport and letting your personality shine through. It's also important to realize that you can't prepare for every possible question.

What should never I say for an interview? ›

I Didn't Get Along With My Boss

Similarly, you don't want to speak negatively about anyone you've worked with in the past. Even if a previous manager could put the characters in Horrible Bosses to shame, your interviewer doesn't know that—and could wonder whether you're the difficult one to work with.

What can ruin an interview? ›

10 Mistakes That Can Ruin Any Interview
  • Arriving Late. ...
  • Jumping Into The Discussion Of Pay And Benefits. ...
  • Answering Your Phone. ...
  • Talking Badly About Your Previous Or Current Employer. ...
  • Being Brief, Hiding From Questions, Or Talking Too Much. ...
  • Not Asking Questions. ...
  • Dressing Inappropriately. ...
  • Being Unprepared.

What is an interview cheat sheet? ›

A cheat sheet for an interview is a tool you can use when preparing for an interview and when participating in a phone interview. This document may include important information that you want to discuss during your meeting or potential answers to questions the hiring manager may ask you during the meeting.

What is an interview matrix? ›

A behavioral interview scoring matrix (sometimes known as a hiring matrix) is a recruitment framework that measures how candidates behave and respond to different situations. Candidates draw from their experience to answer a series of competency-based questions.

What are the 5 steps for interview? ›

Interviews are typically broken down into these 5 stages:
  • Introductions.
  • Small Talk.
  • Information Gathering.
  • Question/Answer.
  • Wrapping Up.
Dec 30, 2022

What are the 5 hardest interview questions? ›

The most difficult interview questions (and answers)
  • What is your greatest weakness?
  • Why should we hire you?
  • What's something that you didn't like about your last job?
  • Why do you want this job?
  • How do you deal with conflict with a co-worker?
  • Here's an answer for you.

What are the 5 star questions in an interview? ›

The most common questions are:
  • Tell me about a time when you were faced with a challenging situation. ...
  • Do you usually set goals at work? ...
  • Give me an example of a time you made a mistake at work.
  • Have you ever faced conflict with a coworker? ...
  • Tell me about a time when you handled the pressure well.
Feb 1, 2023

What are the 3 most popular questions asked at any interview? ›

Tell me about yourself. Why are you interested in working for this company? Tell me about your education.

Do interviewers mind if you have notes? ›

Yes! It is totally acceptable to carry notes with you to the interview.

How do you say I dont remember in interview? ›

You can say something along the lines of, “I haven't dealt with a situation like that before, but I would start by asking these questions…” You could also try something like, “That concept or situation is new to me. I'll have to look into it a bit more.” Never brush off the question or start rambling.

What happens if you forget to say something in an interview? ›

Try to schedule a second meeting

The most effective way to mention the important aspect that you initially forgot to say is by having another face-to-face meeting with the recruiter. This can happen if they call you in for an additional interview or if you call or write an email asking them for a second meeting.

What are the 3 worst mistakes you could make in an interview? ›

  • ARROGANCE. Confidence can get you far in an interview. ...
  • POOR PREPARATION. Coming to an interview without having properly prepared is another major red flag for hiring managers. ...
Jul 26, 2022

What are 3 questions you should avoid asking at an interview? ›

Questions to avoid in an interview:

Never ask about pay, time off, benefits, etc. (Wait until later in the process to inquire about these things.) Never ask “What does your company do?” • Never ask “If I'm hired, when can I start applying for other positions in the company?” • Never ask how quickly you can be promoted.

What are 6 mistakes that can be made during an interview? ›

Avoid These Six Common Interview Mistakes
  • Bragging.
  • Answering but not asking.
  • Not knowing the company.
  • Not paying attention.
  • Making a bad first impression.
  • Trying to fake it.

What are 5 mistakes you saw being made in the bad interviews? ›

Here are the most common interview mistakes I see people make.
  • Arriving late. ...
  • Arriving too early. ...
  • Appearing unpolished. ...
  • Not bringing a resume. ...
  • Displaying low energy. ...
  • Focusing too much on themselves. ...
  • Seeming unprepared. ...
  • Not having any questions.
Apr 3, 2017

What creates a bad impression in an interview? ›

Showing up late, or not at all.

One of the most important rules of interview etiquette is to show up to your interview a few minutes early, or at the very least, on time. Being late shows that you have poor time management skills, and it can make interviewers think you're just inconsiderate.

What is a 60 second personal statement for interview? ›

So what is a 60 Second Statement – well just like it sounds… it's a brief introductory description summarizing your background, experience and career value, that you have memorized enough that you can comfortably say it at any time.

What is an excellent question to ask the interviewer? ›

10 Impressive Questions to Ask in a Job Interview
  • “How will you measure the success of the person in this position?” ...
  • “What are some of the challenges you expect the person in this position to face?” ...
  • “Can you describe a typical day or week in the job?” ...
  • “How long did the previous person in the role hold the position?
Jan 10, 2023

What are the 3 types of interview structures? ›

There are three types of interviews: unstructured, semistructured, and structured.

What are the four 4 phases of an interview? ›

Any job interview can be broken down into four general stages: introductions, broad questions and answers, position-related questions, and the conclusion. Take a look at some of our sample interview questions and questions you can ask an interviewer. Think about when they may come up during the stages described below.

What are the 3 parts of an interview? ›

An interview is structured into three parts:
  • Opening the interview and welcoming the candidate, outlining the purpose and structure of the interview.
  • The body of the interview. The fact finding part, ask questions and allow the candidate to answer.
  • Closing the interview.

What is one thing that you should not do during the first interview? ›

Getting Personal or Too Familiar

Avoid giving sob stories about how much you need the job due to the mountain of debt you've accrued. Also, don't behave in a conceited or over-familiar manner; it never makes a good impression.

What is the most common reason why interviews fail? ›

Poor preparation before an interview is an obvious killer and 75% of the interviews fail because the candidate didn't expect some of the questions asked or didn't know enough about the company…

What should not appear on a resume? ›

12 Things You Shouldn't Include In Your Resume
  • High School Information. ...
  • References. ...
  • Personal Information. ...
  • Your Age. ...
  • Your Exact Street Address. ...
  • A Career Objective. ...
  • Your Current Work Contacts. ...
  • Your Personal Email Address.

What are trick interview questions? ›

10 common tricky interview questions and how to answer them
  • What are your weaknesses? ...
  • Why do you want to work here? ...
  • Why are you leaving your current role? ...
  • Tell me a bit about yourself? ...
  • Why should we hire you? ...
  • Where do you see yourself in 5 years? ...
  • Describe a time you have worked with a difficult person.
Apr 25, 2022

What are the biggest interview mistakes? ›

The 10 biggest interview mistakes
  • Turning up late. Work out exactly where you're going and how you're going to get there. ...
  • Inappropriate clothing. ...
  • Being unprepared. ...
  • Lying. ...
  • Criticising a current or previous employer. ...
  • Letting your nerves get the better of you. ...
  • Giving textbook responses. ...
  • Being arrogant or rude.

What is the biggest failure interview questions? ›

The most common phrasing of this question is the simple, “Tell me about a time you failed” or “Tell me about a time you made a mistake.” There are some other variations on this theme as well: What's your greatest professional failure? Tell me about a mistake that you made.

What is the five start method? ›

The FIVESTAR Method represents more than 40 years of hands-on work and study, distilled into a step-by-step, easy-to-follow package that will help you to really understand the skin. It will give you the knowledge and confidence to design personalized treatments that deliver remarkable results for your clients.

What are the three 3 most important keys to success in interviews? ›

According to Nicholls's State University, a professional appearance, great communication skills, the right qualifications, and knowledge of the company and industry are key ingredients to a successful interview.

What are 3 meaningful interview questions a candidate could be asked? ›

15 Questions for an Interview
  • What do you know about our company, and why do you want to work here?
  • What skills and strengths can you bring to this position?
  • Can you tell me about your current job?
  • What could your current company do to be more successful?
Dec 9, 2022

What should I ask at the end of an interview? ›

20 smart questions to ask at the end of your next job interview
  • What do you personally like most about working for this organisation? ...
  • How would you describe your organisation's culture? ...
  • Can you tell me about the kind of supervision you provide? ...
  • What have past employees done to succeed in this position?

How to introduce yourself in an interview? ›

Tips for a Great First Impression in an Interview
  1. Prepare What to Say. An interview always starts with an introduction. ...
  2. Research the Company and Interviewers. ...
  3. Dress Appropriately. ...
  4. Be Logical and Clear. ...
  5. Be Genuine and Sincere. ...
  6. Be Aware of Body Language. ...
  7. Maintain Eye Contact. ...
  8. Always Act Professionally.
Jan 27, 2023

Is it OK to read from notes during an interview? ›

It is 100 percent acceptable to bring notes to a job interview if those notes contain a list of questions you've prepared in advance to ask your interviewers. In fact, bringing this type of information to an interview demonstrates to the recruiter your genuine interest in the job opportunity.

How do I calm my nerves before an interview? ›

  1. Do your research. A lot of the anxiety surrounding interviews is based on not knowing what to expect. ...
  2. Practice makes perfect. ...
  3. Know the way. ...
  4. Know who you're meeting. ...
  5. Sort your outfit. ...
  6. Rationalise your fears. ...
  7. Inject some perspective. ...
  8. Embrace positive self-talk.

What is the one word not to say in an interview? ›

'Um,' 'so,' 'like'

Filler words can get annoying and are usually used when you're not sure what to say next. In an interview, this can make you look like you lack confidence or you're unsure of yourself — or, worst of all, like you're not being honest.

What words should not be used in interview? ›

Like other buzz words you'll find on interview lists, you should steer clear of general terms that are used too often within the interview process. Rather than saying you're “motivated,” “dedicated”, “enthusiastic” and a “go-getter,” speak to these qualities by discussing your actual accomplishments.

How do you know an interview went bad? ›

13 signs an interview went badly
  • A much shorter interview time. ...
  • No introduction to other employees. ...
  • Lack of details regarding the role. ...
  • Focus on the negative aspects of the position. ...
  • Disengaged body language. ...
  • Lack of connection with the interviewer. ...
  • No discussion of a future with the organisation. ...
  • Expression of concerns.
Oct 12, 2022

What happens if you ramble during an interview? ›

Rambling is another a major problem in an interview because it suggests unorganized thinking, which can be a red flag to a hiring manager. It also just makes it harder for the interviewer to understand what you're trying to say, and you can waste too much time on simple questions.

When an interview goes bad? ›

Give Yourself Time

A bad interview can leave you feeling frustrated, upset, and beating yourself up. Take some time (whether it's 10 minutes or an hour) to reflect on the experience, but don't dwell on it for too long. It's easy to spiral and become convinced that the interview went even worse than it actually did.

What is inappropriate for an interview? ›

“Attire that is always inappropriate for a job interview includes flip flops, wedge sandals, ripped jeans or shorts, tank tops, halter tops, sandals, strapless tops and dresses, and athletic attire like yoga pants and sneakers,” says Devoreaux Walton, an etiquette expert and founder of

Is it okay to read from a paper during an interview? ›

It's perfectly acceptable to look at notes that you've prepared before the interview and notes that you write during your interview, but avoid reading from your notes verbatim. And never pass up the opportunity to ask questions.

What is inappropriate during an interview? ›

There are many topics that should be off-limits during a job interview. Questions about age, ancestry, citizenship, credit rating, criminal record, disabilities, family status, gender, military discharge, or religion should not be asked directly by an interviewer.

What are 5 don'ts for an interview? ›

Don't do these things:
  • Don't be late.
  • Don't ask about other applicants.
  • Don't request salary information.
  • Don't smoke.
  • Don't chew gum/eat life savers, etc.
  • Don't slouch.
  • Don't criticize previous employers, professors, etc.
  • Don't dress inappropriately. (You must dress to fit in.)

Should you tell your interviewer you are nervous? ›

“I'm a little nervous.” Acknowledging that your nerves are getting the better of you might actually help you shake off your nervousness. Most interviewers have been there, too, at some point in their career and will understand.

What questions should I ask at the end of an interview? ›

20 smart questions to ask at the end of your next job interview
  • What do you personally like most about working for this organisation? ...
  • How would you describe your organisation's culture? ...
  • Can you tell me about the kind of supervision you provide? ...
  • What have past employees done to succeed in this position?

Is it OK to bring a list of questions to a job interview? ›

It is 100 percent acceptable to bring notes to a job interview if those notes contain a list of questions you've prepared in advance to ask your interviewers. In fact, bringing this type of information to an interview demonstrates to the recruiter your genuine interest in the job opportunity.

What questions can you never ask in an interview? ›

Questions to avoid in an interview:

Never ask about pay, time off, benefits, etc. (Wait until later in the process to inquire about these things.) Never ask “What does your company do?” • Never ask “If I'm hired, when can I start applying for other positions in the company?” • Never ask how quickly you can be promoted.

What can an interviewer not ask you? ›

It is illegal to ask a candidate questions about their:
  • Age or genetic information.
  • Birthplace, country of origin or citizenship.
  • Disability.
  • Gender, sex or sexual orientation.
  • Marital status, family, or pregnancy.
  • Race, color, or ethnicity.
  • Religion.
Jan 10, 2023

What three choices do you have in responding to illegal interview questions? ›

How do I respond?
  • Gracefully avoid the question and steer the conversation elsewhere.
  • Keep your answers short, broad and general.
  • Redirect a question to your interviewer.
  • Ask the interviewer why the question is relevant to your job.


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