A structured interview is not a conversation with all the warmth removed. It is a conversation with a purpose, a comparable question set, and a clear way to assess the evidence.
Before the interview
- Confirm the role outcomes and capabilities.
- Choose three to five questions.
- Define what a strong answer includes.
- Decide how long the interview should take.
- Explain the process to the candidate.
- Prepare the same core questions for every candidate.
During the interview
- Welcome the candidate and explain the structure.
- Give context about the role and what will be assessed.
- Ask the core questions consistently.
- Use neutral follow-ups to clarify evidence.
- Record evidence rather than an overall impression.
- Leave time for candidate questions.
- Explain the next step and expected timing.
Simple evidence rubric
| Score | Meaning |
|---|---|
| 0 | No usable evidence. |
| 1 | General answer with unclear contribution. |
| 2 | Relevant example with some action and outcome. |
| 3 | Specific situation, clear action, credible result, and reflection. |
| 4 | Strong evidence, good judgment, trade-off awareness, and transferable learning. |
Score the evidence, not confidence, charisma, speed, accent, or conversational similarity.
When AI assists the interview
Tell candidates what the system does, what is recorded or analyzed, how long the step should take, and who makes the decision. The employer should be able to see the evidence behind a score and challenge or override it.
After the interview
- Complete the scorecard before discussing the candidate with other reviewers.
- Record evidence and unresolved questions.
- Review borderline candidates.
- Compare candidates against the same criteria.
- Communicate the next step when promised.