The best way to interview someone for a job is to use a structured, competency-based approach that focuses on past behavior as the best predictor of future performance. Instead of asking vague questions like “Tell me about yourself,” you should design questions that target specific skills required for the role. The core of this method is the STAR technique (Situation, Task, Action, Result), which encourages candidates to give concrete examples of how they handled real work situations.
Start by identifying the top 3-5 key competencies for the role, such as problem-solving, teamwork, or data analysis. For each competency, prepare two or three behavioral questions. For example, instead of asking “Are you good at teamwork?” ask “Tell me about a time you had to manage a conflict within a team to meet a tight deadline.” This forces the candidate to provide a specific story rather than a self-assessment.
To ensure fairness and reliability, use a standardized scoring rubric. After each interview, rate the candidate’s response to each question on a scale of 1 to 5. This reduces bias and makes it easier to compare candidates objectively. I also recommend leaving the first five minutes for small talk to ease nerves, and the last five for the candidate to ask questions—this reveals their level of interest and preparation.
Here is a simple structured interview scoring chart I use:
| Competency | Question Asked | Candidate Response (STAR) | Score (1-5) | Notes |
|---|
| Problem Solving | Describe a time you solved a complex problem. | Used data analysis to identify root cause... | 4 | Strong analytical thinking. |
| Teamwork | Tell me about a conflict with a colleague. | Mediated a disagreement over project scope... | 3 | Good communication, but slow to act. |
| Adaptability | Give an example of a sudden change in priorities. | Pivoted project focus based on client feedback... | 5 | Excellent flexibility and speed. |
Finally, always listen for 70% of the time and talk only 30%. The best insights come from the candidate’s stories, not your own explanations about the company. This structured method increases your hiring accuracy and reduces the risk of a bad hire, which can cost up to 30% of the employee’s first-year salary.
