itsual Interviewing
Overview
Structured interviewing improves prediction and fairness versus unstructured chat. Good interviews collect comparable evidence against defined competencies.
When to Use
- Designing interview loops for a role
- Training hiring managers and interviewers
- Reducing bias and noise in selection
- Debrief and decision quality improvement
Core Practices
- Define competencies tied to role success
- Use consistent question banks and scoring rubrics
- Probe for specific past behavior and outcomes
- Take evidence notes, not only impressions
- Debrief with structured comparison across candidates
- Separate “culture add” from affinity bias
Principles
- Gut feel is data — weak data
- Same questions enable fair comparison
- Interviewer training is a control, not optional polish
- One strong interviewer cannot compensate for a chaotic loop
Verification
- Competencies and rubrics exist for the role
- Interviewers are briefed and calibrated
- Decisions reference scored evidence