# Structured interview guide

_Replace the gray text and delete what you do not need. Ask every candidate the same questions in the same order._

## Role and interview

**Role:** _Job title and team_

**Hiring manager:**

**Interviewer:**

**Interview stage and length:**

## Before the interview

- [ ] Read the job description and pick the competencies the role needs
- [ ] Use the same guide you use for every candidate
- [ ] Agree on the rating scale with any other interviewer
- [ ] Decide whether you will record, and plan to ask for the candidate's consent first
- [ ] Block time to write up your ratings right after the interview

## Competencies

| Competency | What a strong answer shows |
| --- | --- |
|   |   |
|   |   |
|   |   |
|   |   |

_Pick the few competencies the role needs and ask about each one._

_Ask about and note job-related things only. Do not record protected characteristics such as age, race, religion, disability or family status._

## Opening

Thank the candidate, explain how the interview is structured and how long it will take, and ask whether they have questions before you begin.

If you want to record, ask for the candidate's consent before you start, and note the answer in your interview notes.

## Questions: first competency

**Competency:**

| Question | Follow-up probes | What to listen for |
| --- | --- | --- |
|   |   |   |
|   |   |   |
|   |   |   |

_Ask about a specific past situation, for example: Tell me about a time you had to change a plan at short notice._

## Questions: second competency

**Competency:**

| Question | Follow-up probes | What to listen for |
| --- | --- | --- |
|   |   |   |
|   |   |   |
|   |   |   |

## Questions: third competency

**Competency:**

| Question | Follow-up probes | What to listen for |
| --- | --- | --- |
|   |   |   |
|   |   |   |
|   |   |   |

## Rating scale

- 1: Little or no evidence of the competency
- 2: Some evidence, with clear gaps
- 3: Solid evidence, meets the bar for the role
- 4: Strong evidence, above the bar for the role
- 5: Exceptional evidence

_Rate each answer against this scale, not against other candidates. Write one sentence on what a 3 looks like for each competency before the first interview._

## Closing

Ask whether the candidate has questions, explain the next steps and when they will hear back, and thank them for their time.

## After the interview

- [ ] Rate each answer on the scale right away, before you talk to anyone else
- [ ] Write the evidence behind each rating in your interview notes
- [ ] Compare candidates on the ratings, not on the feel of the conversation

Template from hushscript.com