As of 13 August 2026, AI can only partly create an interview scorecard.

What to actually do

1. Hand it to a person

   The route this page recommends

   A person who owns the outcome does this end to end, worth it when the failure is dear.

2. Use a tool built for this

   Second choice

3. Do it yourself

   The distant third

   A chat interface, chat-fluent skill, and roughly 30 minutes until you can act on the result.

   How to actually do it

   1. Open the current job description and copy the role title, level, duties, essential criteria and desirable criteria into the prompt.
   2. Gather the interview stage, interview length, interviewer roles and any competencies already approved by your organisation, then paste them into the matching slots.
   3. Paste the completed prompt into ChatGPT, Claude or Gemini and ask it to generate the scorecard using the specified 1 to 5 scale.
   4. Compare every competency and question with the approved job description, removing anything that does not relate directly to the work.
   5. Ask an HR colleague to check the fairness check, reasonable-adjustment wording and any flagged employment-law issue before the scorecard is used.
   6. Run the same questions and scoring rules past every interviewer, then save the approved version in the organisation's recruitment records.

   Prompt

   Create an interview scorecard for the UK role described below.
   
   Role and level: [insert role title and level]
   Job description: [paste the full job description]
   Essential criteria: [list the criteria]
   Desirable criteria: [list the criteria]
   Interview stage: [insert stage and duration]
   Interviewers: [insert interviewer roles]
   Competencies to assess: [list them, or derive them only from the job description]
   Scoring scale: use 1 to 5, with clear behavioural anchors for each score
   
   Produce:
   1. A table of competencies, weighting, what good evidence looks like, and what should not be scored.
   2. Two structured interview questions for each competency, with one follow-up probe for each question.
   3. A 1 to 5 scoring guide based on evidence in the candidate's answer, not confidence, accent, personality, background or similarity to the interviewer.
   4. A final score calculation that separates essential criteria from desirable criteria and explains how an interviewer should record evidence.
   5. A short instruction sheet for interviewers explaining how to ask the same core questions, avoid leading questions, record evidence and handle reasonable adjustments.
   6. A fairness check identifying any criterion that is vague, unrelated to the role, likely to disadvantage a protected group, or difficult to assess consistently.
   
   Use only information supplied above. Do not invent duties, qualifications or legal conclusions. Do not recommend scoring protected characteristics or personal circumstances. Flag any point that needs review by a UK HR professional or employment solicitor. Keep the language plain and make the scorecard practical to use in one interview.

   Open it prefilled in ChatGPT or Claude, or copy it into Gemini, which takes no prefill link.