Hiring Well: Interviewing From the Other Side of the Table

By the end

What you'll build

• Explain in plain words what an interview can and cannot predict, and name two specific reasons an unstructured conversation performs badly.
• Write a role definition of six lines that states the work, the first ninety days, the bar and the constraints before any advert is drafted.
• Separate must-haves from nice-to-haves in advance, and justify each must-have by the work it is needed for.
• Build an anchored scoring scale where each level is described in observable behaviour rather than in adjectives.
• Design a structured interview loop in which every must-have is assessed once, by a named interviewer, using a fixed question set.
• Ask a behavioural question that produces one specific incident, and probe a vague answer with three escalating follow-ups.
• Design a work sample that is short, proportionate to the role, and scored against a published rubric.
• Take interview notes that separate what was said from what you concluded, and score independently before any discussion.
• Run a debrief that surfaces disagreement, names the evidence behind each score, and reaches a decision without averaging.
• Produce a complete structured interview kit for one real role, and a dated plan to review the decision a year later.

The shape of it

How this course works