How to Conduct Structured Interviews That Predict Success

Hiring the right person isn’t just about experience and technical skills—it’s about identifying candidates who will thrive in your organisation. Structured interviews are one of the most effective ways to predict success. They remove bias, improve decision-making, and ensure consistency across candidates. Here’s how to implement a structured interview process that delivers reliable results.

1. Define What Success Looks Like in the Role

Before you start interviewing, be clear on what success looks like for this position.

• Identify key outcomes. What should this person achieve in their first 6 to 12 months?

• Determine critical competencies. What skills, behaviours, and attributes are essential for success?

• Use a scorecard. Create a hiring scorecard that outlines the competencies and rates candidates against them.

2. Develop a Consistent Set of Interview Questions

A structured interview uses the same set of questions for all candidates, making it easier to compare responses objectively.

• Behavioural questions: Focus on past behaviour as an indicator of future performance (e.g., “Tell me about a time you had to solve a difficult problem at work.”)

• Situational questions: Present a hypothetical scenario to assess problem-solving abilities (e.g., “How would you handle a conflict between two team members?”)

• Competency-based questions: Align questions with the core competencies required for the role.

3. Use a Scoring System to Evaluate Answers

To ensure fairness and consistency, rate candidate responses on a predetermined scale.

• Define rating criteria. For example, use a 1–5 scale where 1 = poor and 5 = excellent.

• Train interviewers. Make sure all interviewers understand what constitutes a strong vs. weak response.

• Take detailed notes. Document answers to justify scores and facilitate comparison.

4. Involve Multiple Interviewers

A panel of interviewers reduces bias and provides a more well-rounded assessment of the candidate.

• Assign specific areas. Each interviewer should focus on evaluating a particular set of competencies.

• Maintain consistency. Ensure all interviewers use the same questions and rating system.

• Compare insights. Discuss candidates’ strengths and weaknesses as a group before making a decision.

5. Structure the Interview Process

A structured interview follows a clear format to keep discussions focused and effective.

1. Introduction: Briefly explain the interview process and what to expect.

2. Background discussion: Ask about the candidate’s work experience and career goals.

3. Core questions: Go through the pre-determined structured interview questions.

4. Candidate questions: Allow time for the candidate to ask questions about the role.

5. Wrap-up: Outline the next steps in the hiring process.

6. Avoid Common Interview Pitfalls

Even structured interviews can go off track if you’re not careful. Here’s what to avoid:

• Leading questions. Avoid steering candidates towards the “right” answer.

• Unstructured small talk. Keep conversations professional and relevant.

• Overemphasising first impressions. Focus on responses, not personal biases.

7. Use Post-Interview Debriefs to Make Informed Decisions

A structured approach to post-interview discussions prevents gut-feel decision-making.

• Compare scores. Look at objective ratings rather than subjective impressions.

• Discuss strengths and gaps. Evaluate whether any missing competencies are coachable.

• Avoid rushing decisions. Take the time to review all data before making a final choice.

Final Thoughts

Structured interviews are one of the most reliable ways to assess candidates objectively and predict their success in a role. By defining clear criteria, standardising questions, and using a scoring system, you remove bias and make stronger hiring decisions. Implement this process, and you’ll see better hiring outcomes with fewer mis-hires.