Learn
Everything here serves one claim: a structured interview roughly doubles your odds of reading a candidate right. The method, the research behind it, and role-by-role guides for putting it to work.
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Why structured interviews win in recruitment
Structure roughly doubles interview validity. Yet most interviews are still improvised. The argument for cooking from a recipe.
The Method
A step-by-step curriculum for structured interviewing — from job analysis to the debrief, in the order you actually do it.
Preparing the interview
- 01
Job analysis: find what the role actually requires
A lightweight job analysis for hiring: name the outcomes, recall who did this work well, and pick the four to six competencies your interview should test.
8 min read
- 02
Interview formats and question types
The three types of interview questions to ask candidates, behavioral, situational, and knowledge: what each is for, and why past behavior is the spine of a structured interview.
7 min read
- 03
Interview rating scales: how to write behavioral anchors (BARS)
Anchored rating scales turn interview answers into comparable evidence. How to write behaviorally anchored rating scales (BARS) without a psychometrics degree.
10 min read
- 04
Follow-up probes: how to plan probing questions for interviews
Planned follow-up probes get you past rehearsed answers without breaking standardization: the evidence, the who/what/when pattern, and how to write your own.
10 min read
- 05
How to create an interview guide: a hiring manager's walkthrough
What an interview guide is and how to assemble questions, probes, and rating anchors into the one document you take into the room, same for every candidate.
12 min read