If screening feels inconsistent across roles (or across reviewers), a simple rubric can fix it fast. A well-built screening rubric helps your team evaluate candidates using the same criteria, reduces “gut feel” decisions,and makes it easier to explain why someone moves forward.
The best part: you can build a strong rubric in about 30 minutes—without over engineering it.
Below is a practical template you can reuse for almost any role.
What a screening rubric actually does
- Creates consistency: every candidate is measured against the same standards
- Speeds up review: recruiters and hiring managers know what to look for
- Improves handoffs: structured notes and scores reduce “starting over”
- Supports fairness: decisions are tied to role-aligned criteria
Step 1 (5 minutes): Define must-haves, nice-to-haves, and dealbreakers
Must-haves are requirements. Nice-to-haves strengthen a candidate. Dealbreakers disqualify quickly.
Template
- Must-haves: [3–5 bullets]
- Nice-to-haves: [2–4 bullets]
- Dealbreakers: [1–3 bullets]
Tip: If you can’t explain a must-have in one sentence, it’s probably not a must-have.
Step 2 (10 minutes): Choose 4–6 scoring categories
Most roles can be scored with 4–6 categories. Too many categories slows everyone down and reduces adoption.
Common rubric categories (pick what fits)
- Role-relevant experience: has done similar work at similar scope
- Core skills: demonstrates the key skills required (technical or functional)
- Problem solving: ability to think through scenarios and tradeoffs
- Communication: clarity, organization, ability to explain decisions
- Motivation / role fit: aligns to what this job actually is
- Execution: track record of shipping work, owning outcomes, hitting goals
Step 3 (10 minutes): Define a simple 1–5 scoring scale
Keep the scale consistent across categories so scores mean the same thing.
Recommended scale
- 1 = Not a match: missing core requirements
- 2 = Weak match: some alignment but major gaps
- 3 = Possible match: meets basics, needs validation
- 4 = Strong match: meets requirements with clear evidence
- 5 = Exceptional match: exceeds requirements, proven pattern of success
Tip: Require a short note for any 1, 2, or 5 score. That keeps scoring honest and useful.
Step 4 (5 minutes): Add “evidence prompts” so reviewers stay consistent
Evidence prompts keep people from scoring based on vibes. They also help hiring managers review faster.
Evidence prompt examples
- “What did the candidate personally own?”
- “What outcomes did they drive?”
- “What tools/processes did they use?”
- “What’s the closest comparable project to this role?”
- “What would you want to validate in the next step?”
Copy-and-paste rubric template
Role: [Job Title]
Must-haves
- [Must-have #1]
- [Must-have #2]
- [Must-have #3]
Nice-to-haves
- [Nice-to-have #1]
- [Nice-to-have #2]
Dealbreakers
- [Dealbreaker #1]
Rubric Categories (Score 1–5)
- Role-relevant experience: Score [ ] — Evidence:
- Core skills: Score [ ] — Evidence:
- Problem solving: Score [ ] — Evidence:
- Communication: Score [ ] — Evidence:
- Motivation / role fit: Score [ ] — Evidence:
Overall Recommendation
- Move forward
- Hold for review
- Do not move forward
Notes for Next Step
- Top strengths:
- Top risks to validate:
- Best question to ask next:
How Intervuze helps this rubric work in real life
A rubric is only useful if it’s consistently applied. Intervuze helps teams operationalize rubrics by turning screening into structured, role-aligned prompts and producing clear summaries that map back to your scoring criteria.
