Interview Questionnaire Form Template
Structure your interviews so every candidate gets a fair, consistent evaluation.
Interviews without structure produce inconsistent results. When different candidates are asked different questions, comparison becomes subjective and bias creeps in. This questionnaire gives interviewers a framework to ask the right questions and record responses consistently.
The template covers the candidate's name and role, competency-based questions tied to key job requirements, behavioral questions (STAR format prompts), technical or role-specific questions, and a rating and notes section for each competency area. A final recommendation field brings the assessment together.
When every interviewer uses the same form, post-interview debrief conversations are faster and hiring decisions are more defensible.
Questions that ask candidates to describe past experiences — 'Tell me about a time when...' These are based on the idea that past behavior predicts future performance. They typically follow a STAR format: Situation, Task, Action, Result.
5 to 8 substantive questions per 60-minute interview. More than that and you're rushing. Fewer and you don't have enough signal. Focus on the competencies most critical to success in the role.
During, ideally — or immediately after. Memory is unreliable. Include rating fields and notes space next to each question so interviewers capture impressions while they're fresh.
Stick to job-relevant questions. Avoid anything related to age, family status, religion, national origin, disability, or anything else protected by employment law in your jurisdiction. Review your question set with HR or legal counsel before use.
Yes — this is often more efficient. Assign competency areas to interviewers based on their expertise, then share and compare scorecards in the debrief. Just make sure every candidate is assessed against the same criteria overall.
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