The Structured Interview Playbook: How Small Businesses Hire More Consistently

Unstructured interviews produce inconsistent decisions. A structured process makes hiring faster, fairer, and easier to defend when questions arise.

---

Step 1:

Define success before you interview

Write a 6–10 bullet “success profile”: the outcomes the role must deliver in 60–90 days, plus 3–5 behaviors (reliability, accuracy, customer handling).

Step 2:

Use the same scorecard for every candidate

Score 5 categories (1–5 scale): role skills, problem-solving, reliability, communication, and job-specific scenario performance. Add a notes field for evidence.

Step 3:

Ask questions that generate proof

Use “Tell me about a time…” questions and role scenarios:

• “Walk me through how you handled an upset customer.”

• “Show how you prioritize when everything is urgent.”

Step 4:

Make decisions by rule, not vibe

Set a minimum score threshold and require “evidence notes” for each score. If two interviewers disagree, compare evidence—not opinions.

Step 5:

Close the loop

Document why you chose the candidate. This reduces confusion and improves your next hiring cycle.

---

Download the “Interview Scorecard + Question Bank” toolkit.

Disclaimer: Educational information only; follow applicable employment and anti-discrimination rules.