The most effective way to interview someone for a job is to use a structured, behavior-based interview format. This means asking every candidate the same set of questions focused on how they have handled specific situations in the past. A structured interview is far more predictive of future job performance than an unstructured conversation. It reduces bias and makes it easier to compare candidates fairly.
Start by defining the key competencies for the role. For example, if the role requires problem-solving, your question might be: “Tell me about a time you had to solve a complex problem with limited resources.” Then, use the STAR method (Situation, Task, Action, Result) to dig deeper. Ask for specific details about the context, the task they faced, the actions they took, and the outcome. This approach moves beyond hypothetical answers and into real evidence.
To ensure you are covering all bases, create a structured interview guide with a consistent scoring rubric. Score each candidate on a 1-to-5 scale for each competency immediately after their response. This prevents the “halo effect,” where one strong answer influences your entire impression.
| Interview Method | Predictive Validity | Key Feature |
|---|
| Unstructured Interview | Low (about 20%) | Casual conversation, no standard questions |
| Structured Behavioral Interview | High (about 60-70%) | Standardized questions, scoring rubric |
Beyond the questions, pay attention to the logistics. Plan for a 45-minute interview with 5-7 questions. Leave 5-10 minutes for the candidate to ask questions, which reveals their engagement and preparation. Take notes immediately, but ask for permission first. Finally, avoid leading questions like “You’re good at leading teams, right?” and stick to neutral, open-ended phrasing. The goal is to collect objective data, not to confirm a gut feeling. Your interview process should be a reliable assessment tool, not a friendly chat.
