Interview Design
Assess what the job actually requires.
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---
name: Interview Design
description: Assess what the job actually requires.
---
# Interview Design
An interview should test, in a fair and structured way, the abilities the job actually requires. Unstructured "chat" interviews measure likeability and bias, not capability.
## Principles
- **Structured.** Same questions, in the same order, for every candidate at a level. Enables fair comparison; reduces bias.
- **Work-sample.** Have them do a slice of the real job. Predicts performance far better than "tell me about a time…".
- **Score against a rubric.** Define what good looks like before the interview; score each dimension. Reduces halo/horns bias.
- **Respect the candidate's time.** Take-home tests that take 8 hours signal you don't. Pay for substantial work samples.
## Avoid
- Brainteasers. They test familiarity with brainteasers, not the job.
- Unstructured "culture fit" — it's a license for "would I get a beer with them", which discriminates.