How to Structure a Good Interview
A planned interview gives better results than a casual chat. Use this simple structure to choose the right person.
Interviews are not just conversations. A good structure helps you compare candidates fairly and make better hiring decisions.
Before the interview
- Review the job requirements and each candidate's CV.
- Prepare questions linked to the duties of the role.
- Decide who will be on the panel and what each person will ask.
- Choose a quiet, comfortable place and share clear directions.
Open warmly
Greet the candidate, introduce yourself and explain how the interview will go. A friendly start helps people relax and show their true ability.
Ask the same core questions
Use the same main questions for each candidate so you can compare answers. Mix:
- Experience questions: "Tell me about your last role."
- Situation questions: "Describe a time you handled an upset customer."
- Skill checks: a short task or practical test, if relevant.
- Motivation questions: "Why do you want this job?"
Listen and take notes
Write down key points. Do not rely on memory later.
Follow up with probing questions
If an answer is vague, ask: "Can you give an example?" or "What was your exact role?"
Be clear about the job
Describe the duties, pay range, working hours and process honestly. Good candidates appreciate clear information.
Allow questions
Notice what candidates ask. Good questions show interest and thinking.
Close well
Explain the next steps and when they will hear from you. Keep the promise.
After the interview
Score candidates soon after, while it is fresh. Compare notes with your panel.
Check references
Before making an offer, verify references and documents, with the candidate's permission.
Treat people with respect
Even candidates you do not hire are future customers and ambassadors of your business.
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