Many organisations rely on informal or improvised interview questions. Even when intentions are good, this often leads to:
Candidates being asked inconsistent or repeated questions across interviews
Interviewers focusing on different signals
Difficulty comparing candidates objectively
Limited evidence behind hiring decisions
Interview templates solve this by creating a shared blueprint for how a role should be assessed.
A strong interview template clearly defines:
What “good” looks like for the role
Which competencies actually matter
How those competencies should be evaluated
Which questions reliably surface evidence
This turns interviews from opinion-based conversations into repeatable assessments.
Templates ensure every candidate is assessed against the same criteria, regardless of who is interviewing them. This is especially valuable when multiple hiring managers or panel members are involved.
Candidates notice when interviews feel structured and relevant. Clear, role-specific questions signal professionalism and respect for their time, and reduce the risk of irrelevant or repetitive questioning.
Interviewers don’t need to design questions from scratch. With a ready-to-use template, preparation time drops and interview quality increases.
When interview feedback is anchored to predefined competencies, hiring teams can compare candidates more objectively and explain decisions more clearly.
Structured templates reduce unconscious bias by keeping interviewers focused on evidence rather than intuition, and create a documented rationale for hiring outcomes.
Interview templates are most effective when paired with structured interviewing.
Structured interviews are widely recognised as one of the most reliable ways to predict job performance. Unlike unstructured interviews - where questions vary and scoring is subjective - structured interviews use:
The same core questions for every candidate
Questions mapped to job-relevant competencies
Clear scoring guidance for each response
This approach improves both validity (are you measuring the right things?) and reliability (would different interviewers reach similar conclusions?).
In practice, structured interviewing helps organisations:
Reduce bias and noise in decision-making
Identify high-quality candidates earlier
Learn which interview signals predict success
Build confidence in hiring outcomes
Our generator is designed to make structured interviewing simple - even for teams without in-house hiring expertise.
Copy the link for your Job Ad, and we'll automatically analyse the job title, level and requirements.
Based on the role, the generator defines the competencies that matter most for success. These may include technical capability, decision-making, communication, teamwork, or role-specific behaviours.
For each competency, the generator creates structured interview questions designed to elicit real examples of past behaviour - not hypothetical answers. Question generation is backed by insights from 10+ years of experience from leading Talent Teams.
Questions are:
Directly linked to the competency being assessed
Suitable for consistent use across candidates
Designed to surface observable evidence
The final output is a practical interview template that interviewers can use immediately. It provides:
A clear interview structure
Role-relevant questions
An embedded scorecard
Free access to the Evidenced platform, so you can run an amazing first interview.
Interview templates are the foundation for better hiring.
By combining structured questions, clearly defined competencies, and role-specific interview plans, the Evidenced Interview Template Generator helps teams move away from instinct-driven hiring and towards evidence-based decisions.
Whether you’re hiring at scale or filling a critical role, structured interview templates give you confidence that your interviews are fair, consistent, and focused on what truly predicts success.
