Structured Interview Guide

{{company_name}}

{{company_address}}

Phone: {{phone}} | Email: {{email}} | Web: {{website}}

Interview Overview

Position: {{position}}

Candidate: {{candidate_name}}

Interviewer(s): {{interviewers}}

Date: {{interview_date}}

Opening (5 min)

• Welcome candidate and introduce panel
• Explain interview format and duration
• Confirm candidate's understanding of the role

Competency Questions

1. Tell us about a time you delivered a complex project under pressure. (Delivery)
2. Describe a conflict you resolved with a colleague or client. (Collaboration)
3. Walk us through a decision you made with incomplete information. (Judgement)
4. Share an example of how you developed a team member. (Leadership)
5. Tell us about a time you failed and what you learned. (Self-awareness)

Scoring Rubric

Closing

Allow time for the candidate's questions. Outline next steps and expected timeline. Capture overall recommendation: Strong Hire / Hire / Hold / No Hire.

Acknowledgement & Signatures

By signing below, both parties confirm they have read, understood, and agreed to the terms of this document.

Objective

Provide {{company_name}} hiring managers and HR partners with a consistent, fair, and legally defensible framework for the activities described in this guide.

Before You Begin

Structured Interview Plan

1. Introduction and role context (5 min).
2. Behavioural questions mapped to each competency (25 min).
3. Role-specific exercise or technical deep-dive (20 min).
4. Candidate questions and next-step expectations (10 min).

Post-Interview Calibration

• Each panelist submits independent written scores before debrief to reduce anchoring bias.
• Discrepancies greater than one full point trigger structured discussion with cited evidence.
• Final recommendation is documented with the decision rationale and stored in the ATS.

Document Control