Free form template · Word

Technical Test Evaluation Form

A technical test evaluation form scores a written, practical or trade test that checks hands-on job skills, such as a Tally entry test, a welding trade test or an Excel task. It records task-wise marks, accuracy, time taken and safe working practice, giving an objective skill check beyond the interview.

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[Company Logo][Company Name]

TECHNICAL TEST EVALUATION FORM

Candidate Name:: [Candidate Name]
Position:: [Designation]
Test Type:: [Written / Practical / Trade]
Date:: [Date]

1. Test Set-up

Test location / workstation
Tools, software or machine provided
Time allowed
Time taken
Evaluator(s)

2. Task-wise Marks

Task	Max Marks	Marks Obtained	Remarks
Task 1: [Description]	[Marks]
Task 2: [Description]	[Marks]
Task 3: [Description]	[Marks]
Task 4: [Description]	[Marks]
Total	[Marks]

3. Skill Rating (1 = Poor, 5 = Excellent)

Criteria	Rating (1–5)	Comments
Accuracy of output
Quality / finish
Speed
Following procedure / SOP
Safety and use of PPE (practical tests)
Tool / software handling

4. Safety Observations

Wore required PPE
Followed lock-out / machine safety rules
Kept work area clean
No unsafe act observed

5. Result

Pass – skill level: [Level]
Fail
Retest recommended on [Date]

Evaluator
[Evaluator Name]
Date: [Date]

HR
[HR Name]
Date: [Date]

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What this template includes

Test format and tools or machines provided
Task-wise marks with maximum marks
Accuracy and quality of output
Time taken versus time allowed
Safety and procedure compliance for practical tests
Skill rating table with 1–5 scale and comments
Pass, fail or retest decision

When to use it

Trade tests for technicians, electricians, welders or machine operators
Practical tests for accountants, data entry or design roles
Written technical papers for engineers or lab staff
Skill verification for lateral hires claiming specific expertise

How to customise this template

1List your actual test tasks, for example 'Pass 10 GST invoices in Tally'
2Add PPE and safety rows for shop-floor tests
3Add a material or sample ID for lab tests
4Set passing marks per task if each task is critical

HR tips

Give every candidate the same task, tools and time
Brief safety rules before any practical test and stop the test if safety is at risk
Have a second evaluator check borderline scores
Keep the candidate's output (file or sample) for reference

For HR & hiring managers

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Frequently asked questions

What is a technical test in recruitment?+

It is a written or hands-on test where candidates perform real job tasks so their skill level can be measured objectively.

How is a trade test evaluated?+

Evaluators score each task on accuracy, quality, time and safe working practice against a pre-set marking scheme.

Can a candidate retake a technical test?+

That depends on policy. Some companies allow one retest after a cooling-off period.

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[Company Logo][Company Name]

TECHNICAL INTERVIEW EVALUATION FORM

Candidate Name:: [Candidate Name]
Position:: [Designation]
Technical Interviewer:: [Interviewer Name]
Date / Mode:: [Date] / [In-person / Video]

1. Skill Rating Table

Scale: 1 – No knowledge, 2 – Basic, 3 – Working knowledge, 4 – Strong, 5 – Expert.

Skill Area	Weight (%)	Rating (1–5)	Comments
Core domain knowledge: [Skill]	25
Tools / software: [Tool]	20
Problem solving and analytical thinking	20
Practical application / scenario	20
Standards, compliance and quality awareness	10
Ability to explain technical concepts	5
Weighted Score	100

2. Questions Asked

Question	Answer Quality (Strong / Adequate / Weak)	Notes
[Question 1]
[Question 2]
[Question 3]
[Question 4]

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[Company Logo][Company Name]

APTITUDE TEST EVALUATION FORM

Company:: [Company Name]
Drive / Position:: [Designation]
Test Date:: [Date]
Venue / Platform:: [Venue]

1. Candidate Details

Candidate Name
Roll / Registration No.
College / Source
Test Paper Set
Test Duration

2. Section-wise Marks

Section	Max Marks	Sectional Cut-off
Quantitative aptitude	[Marks]	[Marks]
Logical reasoning	[Marks]	[Marks]
Verbal ability	[Marks]	[Marks]
Data interpretation	[Marks]	[Marks]
Total	[Marks]	[Marks]

Negative marking applied (Yes/No)
Percentile / Rank in batch
Time taken

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[Company Logo][Company Name]
CODING TEST EVALUATION FORM
Candidate Name:
[Candidate Name]
Position:
[Designation]
Test Platform / Repo:
[Link]
Reviewer:
[Interviewer Name]
Date:
[Date]
1. Test Details
Language used
Test type: Online / Take-home / Live
Time allowed
Time taken
Tools / AI assistance permitted
2. Problem-wise Results
Problem Difficulty Test Cases Passed Approach Notes
[Problem 1] [Easy / Medium / Hard] [x / y]
[Problem 2] [Difficulty] [x / y]
[Problem 3] [Difficulty] [x / y]
3. Code Review Rating (1 = Poor, 5 = Excellent)
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Language used
Test type: Online / Take-home / Live
Time allowed
Time taken
Tools / AI assistance permitted

Problem	Difficulty	Test Cases Passed
[Problem 1]	[Easy / Medium / Hard]	[x / y]
[Problem 2]	[Difficulty]	[x / y]
[Problem 3]	[Difficulty]	[x / y]

[Company Logo][Company Name]

HR INTERVIEW EVALUATION FORM

Candidate Name:: [Candidate Name]
Position:: [Designation]
HR Interviewer:: [HR Name]
Date:: [Date]

1. Rating Table

Scale: 1 – Unsatisfactory, 2 – Needs improvement, 3 – Satisfactory, 4 – Good, 5 – Outstanding.

Criteria	Rating (1–5)	Comments / Evidence
Culture and values fit
Attitude and ownership
Communication and presentation
Career stability and progression
Motivation for joining
Teamwork and interpersonal skills
Integrity (consistency of information)
Average Score

2. Compensation Fit

Item	Amount (₹ per annum)
Current Fixed CTC	[Amount]
Current Variable	[Amount]
Expected CTC	[Amount]
Approved Range	[Amount] – [Amount]
HR Proposed CTC	[Amount]

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[Company Logo][Company Name]

MANAGER INTERVIEW EVALUATION FORM

Candidate Name:: [Candidate Name]
Position:: [Designation]
Hiring Manager:: [Reporting Manager]
Date:: [Date]

1. Role Outcomes Discussed

Year-One Outcome	Candidate's Approach / Example	Confidence (High / Medium / Low)
[Outcome 1]	[Notes]
[Outcome 2]	[Notes]
[Outcome 3]	[Notes]

2. Rating Table (1 = Poor, 5 = Excellent)

Criteria	Rating (1–5)	Comments
Ability to deliver role outcomes
Ownership and accountability
Planning and prioritisation
Team fit and collaboration
Learning agility
Stakeholder / customer handling
Leadership (for team roles)
Overall

3. Team Fit Notes

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[Company Logo][Company Name]

FINAL INTERVIEW EVALUATION FORM

Candidate Name:: [Candidate Name]
Position:: [Designation]
Final Interviewer / Panel:: [Name(s)]
Date:: [Date]

1. Summary of Earlier Rounds

Round	Interviewer	Score (out of 5)	Recommendation
Screening	[HR Name]	[Score]	[Proceed / Hold]
Technical	[Name]	[Score]	[Hire / No hire]
Manager	[Reporting Manager]	[Score]	[Hire / No hire]
HR	[HR Name]	[Score]	[Recommended]

2. Final Round Rating (1 = Poor, 5 = Excellent)

Criteria	Rating (1–5)	Comments
Strategic and business thinking
Leadership potential
Alignment with company values
Decision-making and judgement
Long-term growth potential
Overall impression

3. Offer Parameters

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[Company Logo][Company Name]
MANPOWER REQUISITION FORM
MRF No.:
[Reference Number]
Date of Request:
[Date]
Company:
[Company Name]
A. Requesting Department
Department
Cost Centre
Requested By (Name & Designation)
Reporting Manager for the Position
Work Location
B. Position Details
Designation
Grade / Band
Number of Positions
Employment Type: Permanent / Fixed-Term / Contract / Apprentice
Shift / Working Hours
Target Date of Joining
C. Reason for Requirement
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Proposed Designation
Department / Function
Proposed Grade / Level
Reports To (Designation)
Direct Reports (if any)
Work Location
Number of Positions

Department
Cost Centre
Requested By (Name & Designation)
Reporting Manager for the Position
Work Location

Designation
Grade / Band
Number of Positions
Employment Type: Permanent / Fixed-Term / Contract / Apprentice
Shift / Working Hours
Target Date of Joining

Technical Test Evaluation Form

Preview of the form

1. Test Set-up

2. Task-wise Marks

3. Skill Rating (1 = Poor, 5 = Excellent)

4. Safety Observations

5. Result

What this template includes

When to use it

How to customise this template

HR tips

Hire top talent from BetterJobs

Frequently asked questions

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