Your cart is empty.
Keep shopping
Interview Scorecard Playbook: Hire on Evidence, 360+ Tools
638 students
Interview Scorecard Playbook: Hire on Evidence, 360+ Tools
"I didn't like them" is not a hiring reason? Interview scorecards, competency interviews, STAR, assessment centres
Last updated 10/2026
English
What you'll learn
- Replace "I didn't like them" with evidence: take 360+ question lists, procedures, checklists and templates in 76 downloadable resources
- Diagnose bias and gaps in your current interviews
- Build an interview scorecard: intake, competencies and rating scales
- Implement scorecards with quality checks and calibration
- Screen candidates on evidence
- Use 360 feedback and competency interview scorecards
- Collect STAR evidence and run structured interviews
- Build job profiles and run assessment centres for objective decisions
- Use 37 working files, including a behavioural competency dictionary and an assessment method selector
- Learn with Mike, the #1 HR instructor on Udemy: 1,800,000+ enrollments, 170,000 students, about 200 books on Amazon
Explore related topics
Course content
10 sections • 42 lectures • 20h 59m total length
Requirements
- Experience in recruiting or interviewing helps
- English at intermediate level or above, since all lessons are in English
Description
This course contains the use of artificial intelligence.
After an interview the hiring manager says "I didn't like them", with no explanation, and the decision is made. Here are 369 tools to make hiring decisions on evidence: 233 ready-to-use question lists, procedures, checklists and templates, 86 models and methods, 37 working files and 13 services shown on screen.
Open a lecture, take the scorecard template, and use it in your next interview.
Why hiring decisions are made on feelings
Interviewers ask different questions, write notes nobody reads, and decide in the debrief by whoever speaks most confidently. Competencies exist on paper, but nobody scores against them, so the same bias repeats in every hire.
What changes after this course
Every interview has a scorecard with competencies and rating scales, interviewers collect STAR evidence, decisions are calibrated, and assessment centres and job profiles support objective choices.
What is inside: 369 tools, counted lecture by lecture
You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.
- 76 downloadable resources: lecture presentations plus 37 working files, including a behavioural competency dictionary, a behavioural indicators library and an assessment method selector
- 233 ready-to-use tools inside the presentations:
- 58 question lists and scripts: intake meeting, competency interview question library, situational interview question library, interview drill-down
- 44 step-by-step procedures: interview scorecard creation, structured interview preparation, hiring debrief, scorecard implementation roadmap
- 41 checklists: interview preparation, interview answer authenticity, screening anti-bias, final hiring red flags
- 28 templates and sample documents: screening scorecard, 45-minute interview agenda, competency assessment matrix, final hiring scorecard
- 26 scorecards, rubrics and matrices: candidate evaluation priorities matrix, competency proficiency scale, potential versus experience hiring matrix, STAR evidence completeness table
- 22 ready AI prompts: interview scorecard generation, behavioral indicators generation, STAR answer analysis, finalist comparison
- 9 other working tools and 5 metric sets: hiring decision tree, product manager test assignment, team lead presentation assessment, team lead feedback role-play
- 86 models and methods explained with examples: structured interview, SHL Universal Competency Framework, Big Five personality model, Behavioral Event Interview
- 13 services shown on screen, including Culture Amp, 15Five, HURMA, Spidergap and Google Sheets
Where the tools are
The scorecard (3 sections, 30 tools). Diagnosis, building and implementing interview scorecards.
Evidence-based screening (1 section, 122 tools). Screening candidates on evidence.
360 feedback (1 section, 52 tools). Using 360 feedback in scoring.
Competency interview scorecards (1 section, 63 tools). Competencies and scoring.
Interviewing skills (1 section, 47 tools). STAR evidence and interview technique.
Job profiles and assessment centres (2 sections, 122 tools). Profiles and objective assessment.
Who is teaching
I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe.
Once, when selecting finance directors, I used a general mental ability test to choose the best among the finalists. It worked well and gave good results, and I noticed the candidates liked it too: they took the test and immediately got a report, so even rejected candidates left with something useful.
How to use the course
Start with the scorecard sections, then use the screening, interviewing and assessment sections for your roles. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.
What is included
- 42 lectures across 10 sections, 21 hours
- 76 downloadable resources: lecture presentations and 37 working files
- 369 tools across the lessons, including 13 services shown on screen
- A 10-question practice test, a quiz and a role play
- Lifetime access to all materials
- Active instructor support in the Q&A section
- A Udemy Certificate of Completion
Where to start
Take your last hiring debrief and write the evidence behind the decision, then open the first lecture. Enrol now and start your first lesson today.
Who this course is for:
- Recruiters and talent acquisition leads
- Hiring managers
- HR business partners
- Assessment centre designers
- Founders who interview candidates