Interview scorecard template

Driver interview scorecard

Evaluate Driver candidates across 4 weighted areas: hands-on competence, safety discipline, fault finding, and reliability and conduct. Hands-on competence leads at 35%, so check licence class, endorsements, and whether they are current, plus the vehicle types and loads they have actually driven. Use the rubric to compare role-specific evidence consistently.

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TL;DR
For hands-on competence, look for evidence the candidate current licence and endorsements for the class required, with real mileage on the vehicle types you run. For safety discipline, look for evidence the candidate treats hours rules and pre-trip checks as non-negotiable, and can describe refusing an unsafe run. Apply the written 1–5 anchors to every answer, record the evidence behind each rating, and use the factor weights to reach a consistent overall assessment.
Complete evaluation framework

What to assess and how to score it

Review the evidence signals before interviewing. Then use the anchored descriptions—not instinct alone—to choose the score that best matches each answer.

01
Evaluation factor

Hands-on competence

35% weight

Check licence class, endorsements, and whether they are current, plus the vehicle types and loads they have actually driven.

Evidence to listen for

  • Names the equipment, materials, and tolerances they work to
  • Can describe a job start to finish without hand-waving the hard parts
  • Holds the tickets, licences, or certifications the work requires, and they are current
  • Knows what they are not qualified to touch

Five-point scoring guide

1
Poor

Cannot describe the work concretely; lacks required tickets or licences.

2
Needs Improvement

Basic familiarity; needs supervision on routine tasks.

3
Satisfactory

Competent on standard work; slower or unsure on unfamiliar jobs.

4
Very Good

Skilled and independent across the normal range of the role.

5
Excellent

Current licence and endorsements for the class required, with real mileage on the vehicle types you run.

02
Evaluation factor

Safety discipline

30% weight

Test defensive driving habits, hours-of-service discipline, and their attitude to schedule pressure.

Evidence to listen for

  • Treats procedure as protection rather than paperwork
  • Can describe a time they stopped work and why
  • Knows the specific hazards of this trade and the controls for each
  • Reports near misses instead of hiding them

Five-point scoring guide

1
Poor

Casual about safety; describes shortcuts with pride.

2
Needs Improvement

Follows procedure when watched; cannot name the hazards that matter.

3
Satisfactory

Sound safety habits; less certain on unfamiliar hazards.

4
Very Good

Safety is instinctive; can describe stopping work over a real concern.

5
Excellent

Treats hours rules and pre-trip checks as non-negotiable, and can describe refusing an unsafe run.

03
Evaluation factor

Fault finding

20% weight

Assess what they do when the vehicle develops a fault mid-route, far from a depot.

Evidence to listen for

  • Has a method for narrowing a fault rather than swapping parts
  • Reads schematics, manuals, or error codes and acts on them
  • Knows when to escalate rather than guess
  • Can describe a fault that took real work to find

Five-point scoring guide

1
Poor

Parts-swapper; no diagnostic method.

2
Needs Improvement

Fixes symptoms; cannot explain how they found the cause.

3
Satisfactory

Solid on familiar faults; less structured on new ones.

4
Very Good

Clear systematic method with a real hard-fault story.

5
Excellent

Diagnoses common faults roadside, knows the escalation threshold, and does not improvise past it.

04
Evaluation factor

Reliability and conduct

15% weight

Judge attendance, route documentation, and how they handle customers or site staff at delivery points.

Evidence to listen for

  • Turns up, on time, prepared
  • Handles shift work, callouts, or travel as the role requires
  • Documents work so the next person can pick it up
  • Deals with customers or site staff professionally

Five-point scoring guide

1
Poor

Unreliable attendance; unprofessional on site.

2
Needs Improvement

Inconsistent; documentation is an afterthought.

3
Satisfactory

Dependable; paperwork is adequate.

4
Very Good

Consistently reliable, documents well, professional with customers.

5
Excellent

Consistently on time, documents runs properly, and represents the company well at delivery points.

Put this rubric to work

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Add these weighted factors to Hirevire and let AI evaluate recorded answers against your rubric.

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