Hiring managers · Guide
Run a structured interview
Prepare questions from the role criteria, record evidence and discuss the results after each interviewer has made an assessment.
Prepare the questions
Choose a question for each criterion you are responsible for assessing. Ask about a relevant situation, the candidate’s own actions and the result. Agree the core questions in advance so candidates have comparable opportunities to provide evidence.
Example: “Tell me about a time you changed a process that colleagues were reluctant to use. What did you change, how did you involve them and how did you check whether it worked?”
Ask for specifics
Use follow-up questions to understand what the candidate personally did. Ask about the constraints, choices and results. Allow time to think and avoid suggesting the answer you want to hear.
- What was your responsibility?
- What did you do first, and why?
- What evidence showed the result?
- What would you do differently?
Complete the scorecard
Write down the evidence before giving a score. Use the definitions agreed by the panel. Complete your assessment independently before discussing it with other interviewers.
A score without evidence is difficult to review. If the interview did not establish something, record it as unresolved.
Discuss the decision
Compare the evidence with the role criteria. Discuss disagreements and missing information. Agree whether more assessment is needed and record the reason for the final decision.
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