How to run structured interviews with a simple scorecard

What a structured interview is

In a structured interview, every candidate for a role is asked the same core questions, and every interviewer rates answers against the same criteria. It replaces "I just had a good feeling" with evidence that can be compared across candidates.

Structure does not make interviews robotic. Interviewers can still ask follow-up questions. They just start from the same base and judge against the same standard.

Step 1: define what matters

Before posting the job, list four to six criteria the role truly needs. For example, for a customer support lead:

• Handling difficult customers calmly
• Written communication
• Coaching and team leadership
• Using data to spot problems
• Process improvement

Agree on these with the hiring manager and every interviewer before the first interview.

Step 2: write questions for each criterion

Use two types of question:

• Past behaviour: "Tell me about a time you handled a customer who was angry about a delay. What did you do, and what happened?"
• Situational: "A team member's response quality has dropped for two weeks. How would you approach it?"

Assign each criterion to one interview round so rounds do not repeat the same ground.

Step 3: agree on a rating scale

• 1 - No evidence: could not give a relevant example.
• 2 - Weak: example was vague or showed gaps.
• 3 - Meets the bar: clear example with sound approach.
• 4 - Strong: clear example, good judgement, measurable result.

Write a short example of what a 2 and a 4 look like for each criterion. This keeps interviewers consistent.

Scorecard template

Candidate: [Name] · Role: [Title] · Round: [Name] · Interviewer: [Name]

Criterion 1: [Name] · Rating: [1-4] · Evidence: [what the candidate said or did]
Criterion 2: [Name] · Rating: [1-4] · Evidence: [...]
Criterion 3: [Name] · Rating: [1-4] · Evidence: [...]

Overall recommendation: Strong yes / Yes / No / Strong no
Concerns to probe in the next round: [...]

Step 4: score before you discuss

Ask every interviewer to submit their scorecard before the debrief. If people discuss first, the most senior or loudest voice tends to shape everyone's ratings. In the debrief, focus on the evidence behind differing scores, not on overall impressions.

Structured interviews also make it easier to give candidates a clear, fair outcome quickly, which improves your reputation. On hiARed, your response times and process outcomes appear in your public Company Transparency Report.

Frequently asked questions