A structured interview means every candidate for the same role is asked the same core questions and assessed against the same criteria. It takes a little preparation and saves a lot of debate afterwards.
Start from the job profile
Pick the four to six things that matter most for the role, such as specific skills, reliability or customer service. Each question should help you assess one of them.
Ask about real situations
Questions about past experience tell you more than hypothetical ones. For example: "Tell me about a busy shift when something went wrong. What did you do?"
Score as you go
Use a simple scale, such as one to five, for each criterion. Write a short note to explain each score while the answer is fresh.
Keep questions job-related
Avoid questions about age, family plans, religion, health or other personal matters unrelated to the job. Human rights laws across Canada protect candidates from discrimination, and job-related questions keep the interview focused.
Give every candidate time to ask
Leave five minutes at the end for the candidate's questions. How they use that time is useful information too.