How to run a structured interview

A structured interview compares candidates on the same evidence, so the decision rests on the job, not on who the interviewer liked. Casual interviews tend to drift to small talk, and different candidates end up being asked different things.

Structure also helps when a hiring decision is questioned later. You can show which questions were asked, how each answer was rated and who took part.

The Structured Interviewing & Candidate Evaluation course covers the method in detail.

Start from the job, not from a list of favourite questions. Pick the few competencies that matter most for success in the role, then write questions that draw out evidence of each one.

• List the role's key tasks from the job description
• Choose a small number of competencies, such as planning, customer handling or attention to detail
• Write one or two questions per competency
• Write what a weak, acceptable and strong answer looks like for each question

Avoid questions about religion, marital status, pregnancy plans or other personal matters that have nothing to do with the job.

Behavioural and situational questions work best because they ask for specific evidence. Use a mix, and keep follow-up probes the same for every candidate.

For each question, agree a rating scale with a short description of what each level looks like, for example weak, acceptable and strong. An anchored scale like this stops interviewers scoring on gut feel and makes panel scores easier to compare.

Run every interview the same way, take notes on what the candidate said, and score each answer on its own before discussing. Panel members should score independently first, then compare.

1. Welcome the candidate and explain the format.
2. Ask the planned questions in order, with the planned probes.
3. Write down the evidence, not your impression.
4. Rate each answer against the anchored scale.
5. Let the candidate ask questions and explain next steps.
6. Discuss scores as a panel only after everyone has rated.

Keep the score sheets with the hiring file, then move on to reference and background checks as part of pre-employment screening.

Review a few recent hires against a simple test: were the same questions asked, were answers scored on a scale, and is the evidence on file? Gaps in any of these are the first thing to fix.

The free selection readiness check scores your interviews and background checks and shows where to start. The Certified HR Selection Manager is a Certifyd certification aligned to NOSS competency units for people who run selection.