Unstructured interviews reward confidence and familiarity. Structured interviews are fairer, easier to compare and more likely to reveal how a candidate will perform.
Build questions from the role
Choose four to six capabilities that matter most: patient communication, teamwork, prioritisation, safety, technical competence, adaptability or service improvement. Write one behavioural question and, where useful, one realistic scenario for each.
Ask for evidence
A useful prompt is: “Tell us about a time when…” Follow with questions about the candidate’s individual contribution, reasoning, outcome and learning. For scenarios, assess the thinking process rather than expecting one memorised answer.
Keep clinical assessment appropriate
Interview questions should match the role and the interviewer’s competence. Registration does not remove the need to assess scope, recency and support requirements. Avoid inviting disclosure of identifiable patient information.
Score consistently
Agree what strong, acceptable and concerning evidence looks like before interviews begin. Each interviewer should record observations independently before group discussion. This limits recency, similarity and halo bias.
Give candidates a realistic preview
Explain workload, hours, systems, supervision, team dynamics and current challenges. Allow time for questions. Candidate questions often reveal preparation, priorities and judgement.
Finish with due diligence
Interview performance is one input. Complete appropriate identity, registration, credential, work-right and reference checks before appointment. Apply privacy and anti-discrimination obligations throughout the process.
General information only; obtain qualified advice for your workplace and jurisdiction.