What are structured interview questions?
Structured interview questions are asked to determine whether a candidate is best suited for the job opening you have advertised. As the hiring manager, you will conduct a structured interview to evaluate a candidate’s job-specific skills using a rating scale or other measures to compare them to one another. According to the Government of Canada, a structured interview has three main characteristics:
- Questions are specific to the duties and responsibilities of the position.
- Questions are designed to evaluate specific qualifications.
- Answers are evaluated against established criteria using a rating system.
Many structured interviews contain a list of similar questions, and as the hiring manager, you can use a rating scale of one to five to evaluate how each candidate answers. Each time a question is asked, you can rate the candidate’s response. This practice helps you narrow down your search to a few qualified candidates you feel would be a good fit for the role.
The importance of opening and closing interview questions
Opening and closing questions are important elements of a structured interview. Good opening questions help break the ice, set expectations and create a welcoming atmosphere where candidates can showcase their abilities with confidence. They also provide interviewers with early insights into the candidate’s motivation, communication style and understanding of the role.
Good closing questions ensure that no important topics are left unaddressed while providing candidates the opportunity to reflect, ask questions and leave with a clear understanding of the next steps. They signal respect, transparency and professionalism, reinforcing your organization’s image and decision-making process. Together, opening and closing questions frame the interview in a way that’s structured, fair and human-centred, making them just as important as the technical or role-specific questions in between.
Opening an interview
As a hiring manager, opening an interview in an inviting way sets a positive tone for a productive and comfortable conversation. Begin by warmly welcoming the candidate and introducing yourself, including your role and how you’ll be conducting the interview. Briefly outline the structure of the interview to help manage expectations. For instance, mention that you’ll cover their background, discuss the role and leave time for their questions at the end. A little small talk or a friendly comment can ease nerves and foster rapport, making it easier for the candidate to open up and shine. This opening may builds a foundation of professionalism, clarity and mutual respect.
Asking good opening interview questions
Asking good opening interview questions can help set the stage for the interview and help candidates feel at ease during the conversation. Here are 10 good opening questions you can use to help you prepare for the interview:
- Can you tell me a little bit about your background and how it led you to apply for this role?
- What aspect of this job posting caught your attention the most?
- What experiences have best prepared you for the responsibilities outlined in this role?
- How would you summarize your professional journey so far?
- What motivates you professionally, and how do you see that aligning with this position?
- Why are you exploring new opportunities at this point in your career?
- Can you describe the work environment in which you thrive the most?
- What are your short-term and long-term career goals?
- How do you usually get up to speed when starting a new position?
- What values are most important to you in a workplace?
Examples of good general interview questions
While you may have specific questions tailored to the job posting you are hiring for, these general questions can help you learn more about the candidate and uncover a candidate’s skills, mindset and suitability for a variety of roles:
- Can you walk me through your professional background?
- What’s one accomplishment you’re particularly proud of, and why?
- How do you typically handle tight deadlines or high-pressure situations?
- What’s your approach to learning a new skill or system on the job?
- Tell me about a time you had to solve a complex problem.
- What motivates you to show up and do your best every day?
- Describe a situation where you had to collaborate with someone very different from yourself.
- How do you prioritize competing tasks or responsibilities?
- What do you look for in a manager or leadership style?
- Describe a situation where you gave or received constructive feedback.
- What kind of work environment brings out the best in you?
- Describe a project you led. What went well, and what would you do differently?
- Have you ever disagreed with a decision at work? How did you respond?
- What are your professional goals for the next few years?
- How do you stay organized in your daily work?
- What do you consider your greatest strength, and how does it show up at work?
- Tell me about a time you made a mistake. What did you learn from it?
- How do you recharge after a busy day or week?
- How do you stay current with trends or changes in your field?
- Why are you interested in this role, and what would success look like for you here?
These questions are versatile and meaningful, and work well whether you’re screening entry-level candidates or seasoned professionals.
Asking good closing interview questions
Closing questions are your final opportunity to gauge a candidate’s enthusiasm, clarify any areas of uncertainty and provide them with space to reflect. Here are 10 good closing questions for a structured interview:
- Do you have any questions about the role or the company?
- After learning more today, how do you see yourself contributing to this team?
- Is there anything you’d like to add that we haven’t covered yet?
- Are there any concerns or hesitations you have about the role?
- What are your expectations from your manager and team?
- If you were offered the role, how soon would you be able to start?
- Based on our conversation, what excites you most about this opportunity?
- How does this position align with your career goals?
- Have you interviewed elsewhere recently, and how does this role compare?
- Would you be open to relocation or a hybrid/remote work arrangement, depending on the setup?
These encourage honest reflection and allow you to wrap up with confidence.
Closing an interview
When closing an interview, your goal is to leave a strong final impression while giving the candidate a sense of clarity and respect. Start by thanking them genuinely for their time and interest in the position, then briefly outline the next steps in the hiring process so they know what to expect. Allow them to ask any final questions or share anything they feel is important but hasn’t been addressed yet. A confident and warm wrap-up, along with clear information about the next steps, may help reinforce your professionalism and ensure the interview ends on a high note.
Designing the ideal structured interview hinges on thoughtful preparation, beginning with open, welcoming questions that set candidates at ease and closing with prompts that invite reflection and deeper insight. By consistently incorporating both opening and closing questions, interviewers can foster a balanced and comprehensive dialogue that reveals each candidate’s capabilities, values, and potential fit.
FAQs for structured interviews with opening and closing questions
Why is it important to standardize opening and closing questions in structured interviews?
Standardizing opening and closing questions helps create a consistent and equitable interview experience for all candidates. It minimizes the influence of unconscious bias by ensuring that each applicant is given the same opportunities to introduce themselves and provide final insights. This promotes fairness in evaluation, facilitates objective comparison and strengthens the reliability of hiring decisions.
How can interviewers effectively transition between opening, core, and closing questions?
Smooth transitions between different stages of the interview help candidates feel comfortable and engaged. Interviewers can signal shifts by briefly outlining the structure at the outset (“We’ll begin with a few introductory questions, move into role-specific topics, and finish with some closing questions.”). Using transitional phrases (“Now that we’ve covered your background, let’s discuss your experience with project management…”) can help maintain clarity and put candidates at ease.
What are some common mistakes to avoid when using opening and closing questions?
Common pitfalls include asking overly broad or ambiguous questions, failing to tailor questions to the role, or neglecting to give candidates time to respond thoughtfully. It’s also important not to skip closing questions, as these provide valuable insights and foster candidate engagement. Interviewers should avoid making assumptions or leading candidates toward specific answers, ensuring that every question is open-ended and encourages authentic responses.
