How would you design a structured interview and scorecard for a new role?
What the interviewer wants to hear
- Start from a job analysis and success outcomes
- Pick 4-6 competencies and assign them to interviewers
- Write the same questions for every candidate
- Use a rating scale with behavioural anchors
- Independent scoring before debrief
Model answer
I start with the hiring manager by defining what success looks like in the first 6 to 12 months. From that, we choose four to six competencies, for example problem solving, stakeholder management and a key technical skill. Each interviewer owns one or two competencies so we do not repeat questions. For each competency I write behavioural and situational questions that every candidate gets. The scorecard has a 1 to 4 rating scale with clear examples of what a weak, average and strong answer looks like. Interviewers submit scores independently before the debrief, so one loud voice does not sway others. In the debrief, we discuss evidence against the criteria. I also train interviewers and review scores later against job performance to improve the questions.
Can you answer it under time pressure?
Take a timed medium round and get scored on every answer.
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