A long list of clever interview questions can create an interesting conversation without producing a fair comparison. Start with the work the person will need to do and the evidence that would indicate readiness.
- 01Define the requirements
- 02Ask consistently
- 03Record evidence before impressions
- 04Compare and close the loop
Define the requirements
Choose the skills and behaviours that matter for the role. Distinguish requirements needed on day one from skills the organisation can teach. Avoid using vague “culture fit” as a substitute for explaining the work environment and expectations.
Use criteria related to the job. Personal circumstances and unrelated preferences should not become informal screening tests.
Ask consistently
Prepare a common set of questions and follow-up prompts. Ask candidates for relevant examples or how they would approach a realistic situation. Give enough context that the exercise does not depend on guessing the interviewer's preferred answer.
OPM's structured interview guidance provides a useful primary reference for this approach. The aim is comparable evidence, not an inflexible script that prevents clarification.
Record evidence before impressions
Write what the candidate described and how it relates to the criteria. Use an agreed scoring guide where practical. A confident delivery can be impressive without demonstrating the required skill.
If using a work sample, keep it proportionate and respectful of the person's time. Do not turn assessment into unpaid production work for the business.
Compare and close the loop
Review candidates against the same requirements and identify where evidence is missing. Explain the role accurately, including its constraints. Hiring is a two-way decision, and the process should help both sides understand whether the work is a suitable match.