What to take away
- 1.Unstructured interviews are 0.20 predictive. Structured are 0.51.
- 2.Five competencies, three behavioural questions each, scored independently.
- 3.Calibration is where most teams collapse — block 30 minutes post-loop.
Unstructured interviews are 0.20 predictive of job performance. Structured interviews with consistent rubrics are 0.51. The gap is enormous.
Pick five competencies per role. Write three behavioural questions per competency. Score 1–5 independently before debriefing.
“Structured interviews aren't bureaucracy. They're the cheapest insurance you'll buy.”
The boring part — calibration — is where most teams collapse. Block 30 minutes after every loop to align on what a 3 looks like vs a 4.
Try this Monday
- For your next open role, write the five competencies you actually want.
- Draft three behavioural questions per competency.
- Run the next debrief silent-first: scores on paper before any talking.
Share this on LinkedIn
HR Asia on structured interviews: pick five competencies, three behavioural questions each, score independently before debriefing. The boring part — calibration — is where most teams collapse. https://hrasia.co/founder/interview-loops-without-bias
The reader does the sharing. Every share credits HR Asia and links back.
When you're ready to stop doing this manually, this is what Aire does — for the first 50 hires and the next 500.
Get early access