Position: Warehouse Team Lead · Interviewer: Sarah Jenkins, Operations Manager
Date:
Recommendation: Hire
Overall Evaluation Score
4.0 / 5.0
Hiring Status
Hire
Competency
Score
Observations & Evidence
1. Job & Technical Skills
4 / 5
5 years warehouse experience. Led cycle counts, holds forklift cert.
2. Problem Solving
4 / 5
Handled damaged shipments calmly with documented exceptions.
3. Communication & Teamwork
3 / 5
Good listener, communicates clearly, leads by example on the floor.
4. Reliability & Work Ethic
5 / 5
99% on-time record over 3 years; volunteered for weekend inventory.
5. Values & Growth Mindset
3 / 5
Learned barcode software independently; open to training.
Key Strengths & Development Areas
Strengths:Deep freight experience, stellar attendance, calm crisis handling.
Growth Areas:First-time lead role; will benefit from management coaching in delegating tasks.
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How it works & common questions
Why use structured interview scorecards?
Unstructured interviews ("going with your gut") frequently lead to hiring bias, inconsistent questions, and expensive mis-hires. Industrial psychology research consistently proves that structured interviews--where every candidate for a role answers the same predetermined questions and is evaluated against the same rubric--yield vastly superior hiring accuracy.
Questions you must avoid under EEOC rules
Under federal EEOC guidelines, all interview inquiries must be strictly job-related. Never ask candidates questions regarding:
Age or graduation dates: Do not ask when they graduated high school or college.
Marital or family status: Do not ask if they have children, plan to have children, or have childcare arrangements.
Citizenship by country: Ask only: "Are you legally authorized to work in the United States?"
Arrests or sealed records: Do not inquire into arrests not leading to conviction.
Disability or medical history: Ask only if they can perform essential job duties with or without reasonable accommodation.
Worked example
Sarah Jenkins interviews Marcus Vance for Warehouse Team Lead. She grades Marcus across all 5 behavioral categories (4, 4, 3, 5, 3), resulting in an average score of 3.8 / 5.0. Marcus demonstrates outstanding reliability and solid freight knowledge. Sarah records an overall recommendation of Hire, copies the summary for the owner, and files the printed PDF in Marcus's application folder.
Common mistakes
Do not wait until hours after the interview to fill out the scorecard. Grade immediately while candidate responses and specific examples are fresh. Grade each competency independently; avoid the "halo effect" where being impressed by one answer inflates scores across all other unrelated categories.