An interview evaluation form scores each candidate from 1 to 5 on the criteria for the job, then multiplies each score by the weight of its criterion to give one number you can compare candidates by. The page also has three templates for the rest of the process: a job application form, an annual hiring plan and an onboarding checklist that runs to the end of probation.
Weighted score = sum of (score × criterion weight), with weights adding up to 100%. In the example shown, Reem Al-Harbi leads with 4.25 out of 5, 0.35 ahead of Abdullah Al-Qahtani (3.90).
How to use the interview evaluation form
- Set the weights before the first interview in advanced mode, or pick the Senior accountant or Sales rep example.
- After each interview, enter the candidate's scores; the sheet ranks the candidates and colours the leader's row.
What an interview evaluation form is
The form is filled in during or straight after the interview, with the same criteria for every candidate, so the comparison rests on numbers rather than impressions and there is less bias towards someone who charmed the interviewer in small talk. Use it for any job with more than one candidate; it also keeps the reason for the choice in the hiring file. Anything that does not measure job performance stays out of the sheet: age, marital status, gender, nationality and appearance.
Candidate evaluation criteria and weights
| Criterion | Weight in the example | What to ask |
|---|---|---|
| Technical knowledge | 30% | A practical question from the job itself. |
| Relevant experience | 25% | Tasks actually done that resemble the job's tasks. |
| Problem solving | 20% | A difficult situation and what they did. |
| Communication | 15% | Explaining past work to someone outside their field. |
| Organisation and accuracy | 10% | How they track tasks and check their work. |
Reem scores 4, 4, 5, 4 and 5 (knowledge, experience, communication, problem solving, organisation): 1.20 + 1.00 + 0.75 + 0.80 + 0.50 = 4.25. Abdullah is higher on technical knowledge (5) but drops to 3.90. The minimum is 3.5: Nouf Al-Otaibi is exactly on it and Majed Al-Zahrani (2.90) is below. For the sales job, communication rises to 30% and Haifa Al-Shammari (4.10) moves ahead of Sultan Al-Dosari (3.90).
"Tell me about yourself" in an interview
A one-minute answer in three parts: who you are, your main experience relevant to the job, and what you want from it. For an accountant: "I am Reem Al-Harbi, an accountant with six years in month-end close and bank reconciliations; I prepared VAT returns for a contracting company and I am looking for a broader role in financial reporting." For a new graduate: "I graduated in information systems, spent three months in user support training, and want to start in the IT team of a trading company." For the interviewer, this answer is a good read on communication.
Follow-up email after an interview
If a week passes after the date the company gave with no reply, send a short message. First version: "I interviewed for the Senior Accountant role last Sunday and would like to ask about the status of my application. Thank you for your time." Second version: "Thank you for the interview. I remain interested in the role; is there an expected date for the decision?" For the company, replying to everyone interviewed, even with a regret, protects its reputation.
Job application, hiring plan and onboarding checklist
The job application form collects each applicant's details in the same order and ends with a declaration that they are correct. The hiring plan calculates headcount × salary × salary months in the plan year: 11 hires costing SAR 550,500 against a SAR 600,000 budget, leaving SAR 49,500. The onboarding checklist follows the new hire from before day one to the end of probation. The new employee welcome letter has its own page.
Common interview evaluation mistakes
- Scoring a candidate two days later from memory.
- Changing the weights after seeing the scores, or weights that do not add up to 100%.
Regulatory notes
The length and extension of probation are governed by Article 53 of the Saudi Labor Law and the contract (to be verified); check the current text with the Ministry of Human Resources before setting the review date on the checklist. Saudization requirements for a job are settled in the job advertisement before interviews, not by a score in the sheet.
When interviews and new hires come every month
Microtec accounting software is built for businesses in Saudi Arabia and includes an HR module, where the employee file starts on the day of hiring.
Frequently asked questions
Is the interview evaluation form filled in by one person or a panel?
Either. On a panel each member scores alone, then the average score goes into the sheet, with the interviewer's name and notes in advanced mode.
When is the interview result calculated?
As soon as you enter the scores after each interview; the final ranking comes after the last candidate. Do not wait until the end to score the first candidates from memory.
Should the interview form be kept?
Yes, in the hiring file for the job, as the record of why the candidate was chosen. The Excel file keeps the scores, weights and formulas together.
Does the form work for cashier jobs?
Yes, by changing the weights: raise organisation and accuracy and communication, and make the technical question about counting and closing the till. The criteria names stay fixed and the weights are editable.
Is there a blank job application form to print?
Yes. The Job application tab has a button that gives you the form with empty fields as a PDF, for the applicant to fill in by hand and sign.