A structured interview asks every candidate the same questions in the same order and scores the answers against the same rubric.
Write the questions from the job, not the resume.
Start from what the person will do in their first 90 days. Turn each outcome into one behavioural question and one scenario.
Build a rubric before the first interview.
For each question, write what a weak, solid and strong answer sounds like. Keep it to a 1 to 5 scale.
Question · Handles an upset customer
1WeakBlames the customer or escalates straight away.
3SolidListens, apologises and follows the policy to fix it.
5StrongCalms them, fixes the issue and prevents it happening again.
Score alone, then discuss.
Interviewers score independently before the debrief. It stops the loudest voice from setting the result.
Keep the evidence.
Note what the candidate actually said next to each score. When someone asks why a decision was made, you have the answer.
Review the rubric every quarter.
Compare scores with how hires actually perform and tune the questions that do not predict anything.
