What to take away
- 1.The mechanism is comparability, not formality.
- 2.Five criteria, three behavioural questions each, scored independently.
- 3.90 minutes of prep saves 6 hours of debrief debate per hire.
The reason structured interviews work isn't the structure. It's the comparability. Two candidates evaluated against the same five criteria, by the same people, using the same evidence standard.
Step one: write the five criteria for the role. Step two: write three behavioural questions per criterion. Step three: ask every candidate the same questions. Step four: score independently in a shared spreadsheet before anyone talks.
“Two candidates evaluated against the same five criteria, by the same people, using the same evidence standard.”
The 90 minutes of preparation per role saves about 6 hours of debrief debate per hire. The ROI is absurd. The reason most teams skip it is that the first time always feels awkward. Do it once.
Try this Monday
- Write the five criteria for your next open role — one hour, alone.
- Draft three behavioural questions per criterion.
- Set up a shared sheet for silent scoring before the next debrief.
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The HR Asia piece on running structured interviews without an HR team is the simplest version of this I've seen. 90 minutes of prep per role saves 6 hours of debrief debate per hire. The ROI is absurd. https://hrasia.co/founder/structured-interview-without-hr
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