Structured interviews — the same core questions and a defined rubric for every candidate — reduce bias and make candidates genuinely comparable.
Who this guide is for
- Hiring managers running interviews
- Interview panels needing consistency
- HR partners standardising interview practice
Step-by-step guidance
- Start from the requirements. Pick the few capabilities that predict success.
- Design one or two questions per capability. Mix behavioural ("tell me about a time…") and role-specific (a short practical task).
- Write a rubric per question. Define what a weak, solid and strong answer contains before interviewing.
- Keep the structure consistent. Same core questions, comparable order, room for follow-ups.
- Score immediately and independently. Capture a rating and one-line rationale before any group discussion.
- Debrief after independent scoring. Compare against the rubric, not against the most persuasive voice.
Common mistakes
- Improvising questions unrelated to the role
- Asking personal questions about protected characteristics or life circumstances
- Brain-teasers with no connection to the work
- Discussing candidates before independent scores are in
- No rubric, so "good answer" is decided after the fact
Practical checklist
A copy-friendly checklist you can reuse for every hire.
☐ Key capabilities listed from the role
☐ 1–2 questions per capability designed
☐ Weak/solid/strong rubric written per question
☐ Same core question set for every candidate
☐ Independent scoring captured immediately
☐ Debrief held after scores are in
☐ No inappropriate or off-topic questions
For informational purposes only. Hiring and employment rules — including questions you may and may not ask, screening, and record-keeping — vary by jurisdiction and industry. Review local requirements and consult qualified HR or legal professionals before relying on any guidance here.