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Structured Interview Guide Template
A structured interview guide template with timed sections, competency-based questions, and rating prompts so every candidate gets a fair, consistent interview.
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What you get
- A timed interview flow from intro to candidate questions
- Competency-based and behavioural question banks
- Follow-up probes and note-taking prompts for each section
- Built-in rating reminders that feed your scorecard
Template preview
A preview of the structure. Download the PDF or CSV for the complete, ready-to-use version.
Interview setup
- Candidate name
- Role
- Interviewer(s)
- Competencies being assessed
Interview flow (45-60 min)
- 1.Welcome & intro (5 min) — set the agenda and put the candidate at ease
- 2.Background & motivation (10 min) — understand their path and why this role
- 3.Competency questions (25 min) — behavioural questions mapped to the scorecard
- 4.Role-specific / technical (10 min) — assess the core skills for the job
Behavioural question bank (STAR)
Ask for a specific past situation, then probe for Situation, Task, Action, Result.
- Tell me about a time you owned a difficult project end to end
- Describe a disagreement with a colleague and how you resolved it
- Give an example of a goal you missed and what you changed afterwards
- Walk me through a decision you made with incomplete information
Follow-up probes
- What was your specific role?
- What options did you weigh?
- What was the measurable result?
- What would you do differently?
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How to use this template
- 1
Map questions to competencies
Choose questions that map to the competencies on your interview scorecard for this role.
- 2
Ask the same core questions
Use the same primary questions for every candidate, varying only the follow-up probes.
- 3
Take notes in the moment
Capture quotes and examples as the candidate speaks so ratings are grounded in evidence.
- 4
Rate right after
Complete your scorecard immediately after the interview while the detail is fresh.
Frequently asked questions
What is a structured interview?
A structured interview asks every candidate the same predefined, job-relevant questions and rates answers against a consistent scale. Research shows it predicts on-the-job performance far better than unstructured conversation.
What are STAR questions?
STAR stands for Situation, Task, Action, Result. You ask about a real past example, then probe each element so you assess what the candidate actually did rather than how they describe themselves in the abstract.
How long should an interview be?
45-60 minutes is typical for a competency interview: a few minutes to set up, the bulk on behavioural and role-specific questions, and time at the end for the candidate's questions.