Design structured interview questions from approved criteria
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Guide

Design structured interview questions from approved criteria

Use three agreed job requirements to draft interview questions. Compare with the worked example and prepare a version for the hiring panel to review.

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1

Agree what the interview should assess

Use criteria the hiring owner has approved. If they are unclear, follow the related job-description task first. Prepare questions only; do not paste CVs, interview recordings or personal profiles into this exercise.

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  1. Agree what the interview should assess

    Use criteria the hiring owner has approved. If they are unclear, follow the related job-description task first. Prepare questions only; do not paste CVs, interview recordings or personal profiles into this exercise.

  2. Prepare three labelled role criteria

    Fictional role: operations coordinator. Approved practice criteria: [C1] Turn meeting notes into an action list with actions, owners and dates; label missing fields instead of guessing. [C2] Ask a clear follow-up when an action has no owner or deadline. [C3] Explain a correction and show how the revised list was checked. No candidate data, experience threshold or hiring score is provided.

  3. Draft the question set in your chosen assistant

    Use only the approved role criteria below. For each labelled criterion, draft one behavioural or job-situation question, one follow-up, and observable points for the interviewer to look for. Return a table: criterion label | main question | follow-up | review points | unresolved decisions. Keep questions tied to the work. Do not add qualifications, ask about irrelevant personal matters, or score or rank candidates. Mark uncertain requirements as questions for the hiring panel. Role criteria:

  4. Compare the draft with this worked example

    Worked example for C1–C3: [C1] Main question: Tell me about a time you turned unclear notes into an action list. Follow-up: How did you handle missing owners or dates? Review points: separates actions from discussion; labels unknowns; explains how the list was checked. [C2] Situation: A note says “send the draft tomorrow” but names no owner. What would you ask before sharing the action list? Follow-up: What would you write while waiting for clarification? Review points: asks who owns the task and what date “tomorrow” means; leaves both unresolved until confirmed. [C3] Main question: Describe a correction you made to a work list. Follow-up: How did you check the change and inform the people using it? Review points: names the changed item, its source and a check on the revised version. These are proposed review points, not an agreed scoring scale or a candidate assessment. Repair a weak draft before handing it to the panel: • Too vague: “Are you good at communication?” Better for C2: “The note says ‘send the draft tomorrow’ but names no owner. What would you ask, and what would you record while waiting?” Look for a clear clarification and an honest unresolved field, not a confident “yes”. • Added requirement: “Describe how your five years of experience prepared you for this role.” The source gives no experience threshold. Remove it; use the C1 work question above. If the panel wants a threshold, ask it to review the role criteria first. • Unsupported judgement: “A confident answer earns full marks.” Confidence is not one of C1–C3. Replace that judgement with the C3 review points: the changed item, its source and the check on the revised list. The panel still needs to agree how it will use those points. Keep these as proposed questions and review points. A polished table is not panel approval.

  5. Remove invented requirements and vague questions

    For the fictional example, remove any invented experience threshold and map each question to C1, C2 or C3. Replace “Are you good at communication?” with a concrete work example and follow-up. Preserve missing owners and dates as unknown. Edit your draft, then complete each review check below.

  6. Prepare the panel’s review copy

    Copy the question set with its criterion labels and unresolved decisions. Ask the hiring panel to agree the core questions, order and review points before interviewing anyone. Keep the approved version consistent across candidates and record reasons for revisions. This exercise does not submit questions to candidates or record a hiring decision.

Design interview questions with AI Review the role criteria

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The method references the US OPM structured-interview overview: job-related criteria, the same predetermined core questions and shared rating standards. This fictional exercise is for preparing questions, not assessing real candidates or establishing local employment rules. Tool access has not been replayed for your account.

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