Define criteria before interviews
Agree on four to six criteria tied to the actual role: relevant experience, communication, teamwork, prioritization, documentation and learning needs. Decide how each will be assessed.
Ask a common core of questions
Ask each candidate the same core role-related questions. Use follow-ups to understand their individual examples. Keep questions focused on the work and required qualifications.
Record evidence before ratings
Write a short factual note describing what the candidate said. Separate demonstrated experience from assumptions or general impressions.
Use a shared rating scale
Example: 1 = insufficient evidence; 2 = partial evidence with development needs; 3 = meets the role’s expectations; 4 = strong evidence beyond the role’s baseline. Add “not assessed” instead of guessing.
Debrief and confirm gaps
Have interviewers score independently before discussing. Identify open questions and arrange an appropriate follow-up. Use your organization’s credential checks and hiring procedures; an interview score does not replace verification.