Interview frameworks for a successful hire

James Moorhouse, Director, ABN Resource

A robust interview framework helps to de-risk your hiring process and maximise your chances of your next hire being the right fit for your organisation’s needs.

To understand the true impact of making the wrong hire, you must also factor in lost productivity, training, equipment, salary, alongside the cost to hire and cost to re-hire. The full economic impact can be as much as approximately 3 x the original salary.

The following approach will help your organisation avoid expensive mistakes, saving you time, money and improve the performance of your workforce.

Part 1: Alignment

Often overlooked, but a key first step is a clear agreement on the job brief by all of the stakeholders involved in the hiring decision. Alignment on job requirements, budget, and timescales are key. It provides the right direction towards a good hiring strategy that meets organisational needs and objectives. Skimping on detail or misalignment here can lead to a costly bad hire or no hire, a bad candidate experience, and certainly a lot of wasted time and expense later in the process.

Part 2: Questions

Competency-based questions, and the creation of an answer rating system, helps to align expectations and makes sure the key skills and experiences required are tested thoroughly.

For candidates, a useful method to answer competency questions is the STAR technique (Situation, Task, Action, Result). This straightforward format provides interviewers with real-life examples and proves that a candidate possesses the experience and skills required.

Situation: Set the scene and give the necessary details of the real situation you were in

Task: Describe your responsibilities

Action: Explain what steps you took to address the situation



Result: Share the outcomes of the action taken

Part 3: Benchmarking A structured interview with a standard set of questions to ask each candidate can give the interviewer confidence, but also it makes it easier for an organisation to evaluate and compare candidates in a more objective manner. Particularly for competency-based questions. You can score responses using a clear rating scale to get clear benchmarking and comparisons.

Part 4: Assessment

Psychometric assessment can give additional insight into candidate suitability for a role based on the required behavioural characteristics, aptitude, and personality. Tests are completed online, allowing for easy participant access and completion. When used correctly, psychometric assessment can increase the chances of better hiring decisions, team cohesion, and employee retention.


Assessing and hiring the right person does not need to be complex but it does need to be strategic. By making sure all stakeholders in the interview process are agreed on what the right hire should be, designing a competency question interview process to test the required skills and experience, conducting behavioural assessments, and using a clear scoring system, you can de-risk your hiring process.

At the same time you are giving candidates the right platform to excel at interview whilst ensuring your next hiring process is a great success.

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