What is a structured interview
Every candidate answers the same questions, in the same order, and is scored against the same criteria. This makes comparison fair and reduces gut-feeling decisions.
How to run one
- Choose four to six questions tied to the skills the role needs.
- Add questions that ask for real examples from past work.
- Define what a strong, average and weak answer looks like.
- Score each answer straight after the interview.
- Compare scores before discussing opinions.
Leave room for conversation
Structure does not mean robotic. Leave time for the candidate to ask questions, which also helps you judge their motivation.
Sample questions
- Tell me about a time you solved a difficult problem for a customer or colleague.
- Describe a project that did not go to plan and what you learned.
- How do you prioritise when everything seems urgent?
- What would you want to achieve in your first three months?
Why it works
Structure makes comparison easier and reduces the effect of first impressions. Candidates also feel the process is professional, which improves your employer brand even for those you decline.
Train your interviewers
Brief everyone on the questions, the scoring and what to avoid asking. Consistency across interviewers is just as important as consistency across candidates.
We coordinate interviews and share clear feedback on every candidate.
