<\/em>What is an interview guide?<\/a>
Types of interview guides
<\/a>The benefits of using an interview guide
<\/a>The 7 core elements of an interview guide
<\/a>How to create an interview guide: 7 steps
<\/a>Free interview guide template
<\/a>Common mistakes HR makes when using interview guides
<\/a>FAQ<\/a><\/p>\n\n\n
<\/p>\n
Key takeaways<\/h3>\n\n- A structured interview guide creates consistency across interviews, reducing bias and helping you compare candidates fairly and objectively.<\/li>\n
- Using clear rating scales and scoring rubrics leads to more defensible hiring decisions and less reliance on gut feeling.<\/li>\n
- A well-designed guide improves the candidate experience by standardizing communication, setting expectations, and ensuring a professional interview process.<\/li>\n
- Interview guides are only effective when treated as living tools that are regularly updated and supported by interviewer training.<\/li>\n<\/ul>\n
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What is an interview guide?<\/h2>\n\n\n\n
An interview guide is a document that enables organizations to structure how they conduct their candidate interviews. It helps interviewers to know what to ask and in what order, and ensures the candidate experience is as good and similar as possible for all applicants to your company. <\/p>\n\n\n\n
The contents of the interview guide will differ depending on factors like the role you\u2019re hiring for, the interview method you decide to use, and your specific organizational requirements. <\/p>\n\n\n
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<\/div><\/div>\n\n\nTypes of interview guides<\/h2>\n\n\n\n
Let\u2019s take a look at the different types of interview guides that exist and when to use them. The table below provides a practical overview.<\/p>\n\n\n
\n \n\t \n \t\t\t \t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t \n\t\t\t\t\t\t\t\t\t\t\t\t\tType of interview guide\t\t\t\t\t\t\t\t\t\t\t <\/div>\n\t\t\t\t\t\t\t\t\t\t\t \n\t\t\t\t\t\t\t\t\t\t\t\t\tSuitable when\t\t\t\t\t\t\t\t\t\t\t <\/div>\n\t\t\t\t\t\t\t\t\t <\/div>\n\t\t\t\t\t\t\t\t \n\t\t\t\t\t\t\t\t\t \n \n \n Screening interview<\/a> guide<\/p> <\/div>\n \n \n- You need to evaluate a large pool of candidates quickly<\/li>\n
- Determining whether candidates\u2019 (salary) expectations and qualifications align with the positions they applied for.<\/li>\n<\/ul> <\/div>\n <\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t \n \n
Structured behavioral interview guide<\/p> <\/div>\n
\n \n- Measuring a candidate\u2019s past experiences and behavior as a predictor for future results and success<\/li>\n
- You need a consistent and legally defensible way to evaluate candidates.<\/li>\n<\/ul> <\/div>\n <\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t \n \n
Technical\/case interview guide<\/p> <\/div>\n
\n \n- Assessing a candidate\u2019s technical skills and knowledge in a particular industry<\/li>\n
- Candidates need to complete a technical or coding challenge.<\/li>\n<\/ul> <\/div>\n <\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t \n \n
Panel interview guide<\/p> <\/div>\n
\n \n- Assessing a candidate\u2019s ability to collaborate with various departments<\/li>\n
- Hiring for cross-functional, senior or specialized roles. <\/li>\n<\/ul> <\/div>\n <\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t \t\t <\/div>\n \t\t\t \t\t\t \t\t<\/div> \n\t<\/div>\n<\/div>\n<\/div>\n\n\n
The benefits of using an interview guide<\/h2>\n\n\n\n
Using an interview guide during the hiring process has several benefits:<\/p>\n\n\n\n
\n- A structured process: <\/strong>All interviewers following the same steps in the same order creates structure. This reduces the chances of people forgetting to ask candidates certain questions or give them critical information.<\/li>\n\n\n\n
- Positive interview experience:<\/strong> Negative interactions during interviews cause 36% of candidates<\/a> to decline job offers. Using an interview guide ensures consistency by having all candidates go through the same process, improving the overall interview and candidate experience.<\/li>\n\n\n\n
- Equal assessment and fairer interviews: <\/strong>Using the same interview method and asking candidates the same questions means you can also use the same scoring method to assess them. Clear criteria and rating scales reduce the risk of bias, helping support DEI initiatives<\/a>.<\/li>\n\n\n\n
- Better hiring decisions: <\/strong>Equal assessment and more objective interviews lead to more objective comparisons between candidates, as well as less second-guessing after interviews. This, in turn, results in better, more confident hiring decisions.<\/li>\n\n\n\n
- More confidence and credibility: <\/strong>An effective interview guide \u2014 in combination with proper interview training \u2014 helps interviewers to be better prepared, ask stronger questions, and maintain a professional image in the eyes of candidates and stakeholders.<\/li>\n\n\n\n
- Time savings: <\/strong>A structured interview process creates significant time savings \u2014 less time is lost in unstructured conversations, note-taking becomes easier, and stakeholders can reach an agreement faster after interviews.<\/li>\n<\/ul>\n\n\n\n
The 7 core elements of an interview guide <\/h2>\n\n\n\n
Here are the seven elements a good interview guide should have:<\/p>\n\n\n\n
1. Invitation and briefing <\/h3>\n\n\n\n
Ensure all candidates who make it to the interview round get the same invitation, including a briefing on what to expect from the interview, such as:<\/p>\n\n\n\n
\n- How many people they will speak to<\/li>\n\n\n\n
- Who will conduct the interview<\/li>\n\n\n\n
- How long the interview is likely to last<\/li>\n\n\n\n
- The interview format (e.g., virtual or in person)<\/li>\n\n\n\n
- The purpose of the interview<\/li>\n\n\n\n
- Whether they need to prepare anything beforehand and if so, what it is<\/li>\n\n\n\n
- What documents they must provide (if any).<\/li>\n<\/ul>\n\n\n\n
Below is an example of an interview invitation email you can send to candidates:<\/p>\n\n\n\n
\nSubject: [Company Name]: Interview Availability<\/h4>\n\n\n\n
Dear [Candidate\u2019s First Name],<\/p>\n\n\n\n
Thank you for applying to the [Job Title] position at [Company Name]. We\u2019ve reviewed your application carefully and we\u2019re excited to invite you to interview for the role.<\/p>\n\n\n\n
Your interview will be conducted [Format] and will be roughly [Interview Duration]. You\u2019ll be speaking with [Interviewer\u2019s Name], our [Interviewer\u2019s Job Title]. The interview will be face-to-face\/online, at [Office Address\/Meeting Link].<\/p>\n\n\n\n
Please use the following link to choose a suitable date and timeslot for the interview: [Link to Appointment Scheduling Page].<\/p>\n\n\n\n
Thanks again for your interest in joining the [Company Name] team! We look forward to speaking with you soon.<\/p>\n\n\n\n
Warm regards,
[Your Name and Email Signature]<\/p>\n<\/blockquote>\n\n\n\n
2. Setting the stage<\/h3>\n\n\n\n
Create the same setting for every candidate to ensure all candidates get the same experience. Use a checklist like the one below:<\/p>\n\n\n
\n- \n\t\t\t\n\t\t\t\t\n\t\t\t\t\t
<\/p>\n
- <\/ul>\n
- You need to evaluate a large pool of candidates quickly<\/li>\n
- Determining whether candidates\u2019 (salary) expectations and qualifications align with the positions they applied for.<\/li>\n<\/ul> <\/div>\n <\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t \n\n
Structured behavioral interview guide<\/p> <\/div>\n
\n- \n
- Measuring a candidate\u2019s past experiences and behavior as a predictor for future results and success<\/li>\n
- You need a consistent and legally defensible way to evaluate candidates.<\/li>\n<\/ul> <\/div>\n <\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t \n\n
Technical\/case interview guide<\/p> <\/div>\n
\n- \n
- Assessing a candidate\u2019s technical skills and knowledge in a particular industry<\/li>\n
- Candidates need to complete a technical or coding challenge.<\/li>\n<\/ul> <\/div>\n <\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t \n\n
Panel interview guide<\/p> <\/div>\n
\n- \n
- Assessing a candidate\u2019s ability to collaborate with various departments<\/li>\n
- Hiring for cross-functional, senior or specialized roles. <\/li>\n<\/ul> <\/div>\n <\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t \t\t <\/div>\n \t\t\t \t\t\t \t\t<\/div> \n\t<\/div>\n<\/div>\n<\/div>\n\n\n
The benefits of using an interview guide<\/h2>\n\n\n\n
Using an interview guide during the hiring process has several benefits:<\/p>\n\n\n\n
- \n
- A structured process: <\/strong>All interviewers following the same steps in the same order creates structure. This reduces the chances of people forgetting to ask candidates certain questions or give them critical information.<\/li>\n\n\n\n
- Positive interview experience:<\/strong> Negative interactions during interviews cause 36% of candidates<\/a> to decline job offers. Using an interview guide ensures consistency by having all candidates go through the same process, improving the overall interview and candidate experience.<\/li>\n\n\n\n
- Equal assessment and fairer interviews: <\/strong>Using the same interview method and asking candidates the same questions means you can also use the same scoring method to assess them. Clear criteria and rating scales reduce the risk of bias, helping support DEI initiatives<\/a>.<\/li>\n\n\n\n
- Better hiring decisions: <\/strong>Equal assessment and more objective interviews lead to more objective comparisons between candidates, as well as less second-guessing after interviews. This, in turn, results in better, more confident hiring decisions.<\/li>\n\n\n\n
- More confidence and credibility: <\/strong>An effective interview guide \u2014 in combination with proper interview training \u2014 helps interviewers to be better prepared, ask stronger questions, and maintain a professional image in the eyes of candidates and stakeholders.<\/li>\n\n\n\n
- Time savings: <\/strong>A structured interview process creates significant time savings \u2014 less time is lost in unstructured conversations, note-taking becomes easier, and stakeholders can reach an agreement faster after interviews.<\/li>\n<\/ul>\n\n\n\n
The 7 core elements of an interview guide <\/h2>\n\n\n\n
Here are the seven elements a good interview guide should have:<\/p>\n\n\n\n
1. Invitation and briefing <\/h3>\n\n\n\n
Ensure all candidates who make it to the interview round get the same invitation, including a briefing on what to expect from the interview, such as:<\/p>\n\n\n\n
- \n
- How many people they will speak to<\/li>\n\n\n\n
- Who will conduct the interview<\/li>\n\n\n\n
- How long the interview is likely to last<\/li>\n\n\n\n
- The interview format (e.g., virtual or in person)<\/li>\n\n\n\n
- The purpose of the interview<\/li>\n\n\n\n
- Whether they need to prepare anything beforehand and if so, what it is<\/li>\n\n\n\n
- What documents they must provide (if any).<\/li>\n<\/ul>\n\n\n\n
Below is an example of an interview invitation email you can send to candidates:<\/p>\n\n\n\n
\n
Subject: [Company Name]: Interview Availability<\/h4>\n\n\n\n
Dear [Candidate\u2019s First Name],<\/p>\n\n\n\n
Thank you for applying to the [Job Title] position at [Company Name]. We\u2019ve reviewed your application carefully and we\u2019re excited to invite you to interview for the role.<\/p>\n\n\n\n
Your interview will be conducted [Format] and will be roughly [Interview Duration]. You\u2019ll be speaking with [Interviewer\u2019s Name], our [Interviewer\u2019s Job Title]. The interview will be face-to-face\/online, at [Office Address\/Meeting Link].<\/p>\n\n\n\n
Please use the following link to choose a suitable date and timeslot for the interview: [Link to Appointment Scheduling Page].<\/p>\n\n\n\n
Thanks again for your interest in joining the [Company Name] team! We look forward to speaking with you soon.<\/p>\n\n\n\n
Warm regards,
[Your Name and Email Signature]<\/p>\n<\/blockquote>\n\n\n\n2. Setting the stage<\/h3>\n\n\n\n
Create the same setting for every candidate to ensure all candidates get the same experience. Use a checklist like the one below:<\/p>\n\n\n
- \n\t\t\t\n\t\t\t\t\n\t\t\t\t\t
\n - \n\t\t\t
- Positive interview experience:<\/strong> Negative interactions during interviews cause 36% of candidates<\/a> to decline job offers. Using an interview guide ensures consistency by having all candidates go through the same process, improving the overall interview and candidate experience.<\/li>\n\n\n\n
- A structured process: <\/strong>All interviewers following the same steps in the same order creates structure. This reduces the chances of people forgetting to ask candidates certain questions or give them critical information.<\/li>\n\n\n\n
<\/p>\n
<\/p><\/div>\n\t\t\t\t\t\t\t <\/div>\n<\/div><\/div>\n\n\n
What is an interview guide?<\/h2>\n\n\n\n
An interview guide is a document that enables organizations to structure how they conduct their candidate interviews. It helps interviewers to know what to ask and in what order, and ensures the candidate experience is as good and similar as possible for all applicants to your company. <\/p>\n\n\n\n
The contents of the interview guide will differ depending on factors like the role you\u2019re hiring for, the interview method you decide to use, and your specific organizational requirements. <\/p>\n\n\n
<\/a>\r\n<\/div><\/div>\n\n\n
Types of interview guides<\/h2>\n\n\n\n
Let\u2019s take a look at the different types of interview guides that exist and when to use them. The table below provides a practical overview.<\/p>\n\n\n
Screening interview<\/a> guide<\/p> <\/div>\n \n