Structured interview kit.
Pick what the role needs. Get the questions, the follow-ups, what good and weak answers sound like, and a scoring sheet for each interviewer, ready for you or your client to print.
What the role needs (choose up to six)
How it works.
A structured interview asks every candidate the same questions and scores the answers against the same scale. In the largest recent review of hiring methods, Sackett and colleagues' "Revisiting meta-analytic estimates of validity in personnel selection" (Journal of Applied Psychology, 2022), structured interviews came out as the best single predictor of job performance, ahead of unstructured ones.
The kit shares the competencies out between interviewers, so each one goes deep on two or three instead of skimming them all. Each competency comes with three behavioural questions ("tell me about a time"), the probes that get past a rehearsed answer, and what strong and weak evidence sounds like.
The scale runs 1 to 4, with no middle score to hide in. Interviewers write down what was said and score on their own before the debrief, so the first opinion spoken doesn't become everyone's.
The questions are ours, written for this tool. Change them to suit the role; keep them the same for every candidate.
Last checked 21 October 2026
When the rules change.
Rates and thresholds move most Aprils. Leave your email and we'll tell you when this tool is updated. We won't use it for anything else, and you can ask us to delete it at hello@hikari-ai.co.uk.
Built by Hikari. We recruited at Google, Meta, AWS, Shell and BP, and now build AI for recruitment desks. These tools are free, run in your browser, and send nothing anywhere.