Does it support the STAR method?

Yes — all competency-based questions are built around the STAR method (Situation, Task, Action, Result). The guide also includes guidance for the interviewer on how to use STAR effectively, including tips for identifying when candidates give general answers instead of specific examples.

Can it be adapted to different position levels?

Yes — the guide automatically adapts based on position level. For juniors questions focus on learning ability, motivation and basic skills. For seniors and managers they focus on strategic thinking, leadership, decision-making and ability to handle complexity.

Does it include questions about diversity and inclusion?

The guide is designed to be inclusive and avoid discriminatory questions. The culture fit section focuses on values and work style — not personal characteristics. All questions are reviewed to ensure they comply with Norwegian labor law and anti-discrimination legislation.

Can multiple interviewers use the same guide?

Yes — the guide is designed for panel interviews. You can distribute sections between interviewers, and the evaluation matrix ensures everyone uses the same criteria. After the interview you can compare scores and discuss deviations to make a more objective decision.

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Interview Guide Pro

What it does

Generates structured interview guides with questions, follow-ups and evaluation criteria. Adapted to role and industry.

Unstructured interviews lead to bad hires that cost the company hundreds of thousands in lost productivity and recruitment costs

Most interviews are improvised conversations where the interviewer asks random questions based on gut feeling. The result is that decisions are made based on first impressions and personal chemistry — not actual competence. Unstructured interviews rarely get it right, while structured interviews give far more reliable assessments. Yet most companies still use the unstructured approach because creating good interview guides requires time and expertise.

Random questions give random answers — without structure it's impossible to compare candidates objectively across interviews
Interviewers who improvise often fall into cognitive traps like the halo effect, confirmation bias and similarity bias
Missing follow-up questions mean superficial answers are accepted — and the candidate's real competence remains unknown
Without evaluation criteria defined in advance the assessment becomes subjective and inconsistent between different interviewers on the panel

Structured interview guides with competency-based questions, follow-ups and evaluation criteria — generated in minutes

Interview Guide Pro generates complete, structured interview guides tailored to the specific role, industry and competency requirements. Each guide contains competency-based questions designed to uncover real experience and skills, follow-up questions that dig deeper, and clear evaluation criteria with scales so all interviewers assess equally. The guide follows best practices from organizational psychology and ensures the interview is both effective and fair.

Competency-based questions: STAR method (Situation, Task, Action, Result) adapted to the specific competencies the role requires
Follow-up questions: predefined follow-ups that ensure you dig deep enough to distinguish between superficial and real competence
Evaluation matrix: clear criteria with 1-5 scale for each competency so all interviewers use the same standard
Role adaptation: questions adapted to position level — from junior to C-level — with appropriate complexity and expectations

Features

Industry adaptation: questions adapted to industry-specific challenges and competencies — from tech and finance to healthcare and creative industries
Culture fit section: questions designed to assess the candidate's values and work style against company culture without discriminating
Technical assessment: for technical roles includes practical tasks and technical questions with expected answers and evaluation criteria
Interview flow: the guide is structured with time estimates per section so the interview stays within the timeframe and covers all important areas

How it works

Describe the role — job title, department, key competencies, experience level and any special requirements. Add the job description for best results
The AI generates a complete interview guide with introduction, competency-based questions, follow-up questions, evaluation matrix and closing
Customize the guide as needed — add company-specific questions, adjust competency weighting or change the order of sections

Use cases

HR departments wanting to standardize the interview process across departments and ensure all candidates are assessed by the same criteria
Managers conducting interviews but lacking formal training in structured interview technique needing a ready-made guide to follow
Recruitment agencies handling many different roles needing to quickly generate professional interview guides tailored to each position

Why use Interview Guide Pro?

A bad hire typically costs 1.5-3 times the employee's annual salary when you factor in recruitment costs, training, lost productivity and re-hiring. Structured interviews are the most effective tool for reducing this risk — but they require significant preparation that most people don't have time for.

Interview Guide Pro eliminates this barrier by generating professional, research-based interview guides in minutes instead of hours. You get questions that actually uncover competence, follow-ups that prevent superficial answers, and evaluation criteria that ensure objective assessment.

For organizations that hire regularly consistency is the biggest gain. When all interviewers follow the same structure and use the same criteria, you get fairer processes, better hires and a stronger employer brand — because candidates experience a professional process regardless of who interviews them.

FAQ

Does it support the STAR method?: Yes — all competency-based questions are built around the STAR method (Situation, Task, Action, Result). The guide also includes guidance for the interviewer on how to use STAR effectively, including tips for identifying when candidates give general answers instead of specific examples.
Can it be adapted to different position levels?: Yes — the guide automatically adapts based on position level. For juniors questions focus on learning ability, motivation and basic skills. For seniors and managers they focus on strategic thinking, leadership, decision-making and ability to handle complexity.
Does it include questions about diversity and inclusion?: The guide is designed to be inclusive and avoid discriminatory questions. The culture fit section focuses on values and work style — not personal characteristics. All questions are reviewed to ensure they comply with Norwegian labor law and anti-discrimination legislation.
Can multiple interviewers use the same guide?: Yes — the guide is designed for panel interviews. You can distribute sections between interviewers, and the evaluation matrix ensures everyone uses the same criteria. After the interview you can compare scores and discuss deviations to make a more objective decision.

Try Interview Guide Pro free