Structured interviews
Bring role-specific questions, scorecards and written feedback together. Every job carries a scorecard, so each interview collects comparable evidence for the hiring team to discuss.
At a glance
Human-led review
TiLab supports interview structure and feedback records. It does not guarantee unbiased interviews, validate your criteria, or make the hiring decision.
Before, during, after
The most useful structure starts before anyone meets the candidate. Define what the interview should learn, give each interviewer a bounded area to assess, and preserve the evidence before the group discussion changes individual recollection.
Translate the role requirements into observable areas the team intends to explore, rather than relying on a generic sense of fit.
Group questions into categories and choose a type for each: 1–5 scoring, single or multiple choice, or a written description, with an optional comment on scoring and choice questions.
Every job requires a scorecard, and the interviews for that job inherit it, so each interviewer answers the same questions within a bounded area.
Record the scorecard and written feedback against the interview and application while the observations are still specific.
Let a weighted verdict follow from the question scores, or record it manually: Proceed, KIV (keep in view), or Do not proceed. The responsible hiring team then makes and documents the decision.
Inside the workflow
Interview work should not become a detached form archive. TiLab keeps the kit, interview, scorecard, application stage, and resulting handoff connected.
Define the areas to cover and keep the interview plan tied to the role so the process reflects the actual hiring requirement.
Categories, a 1–5 scale, and scoring, choice, and description questions keep ratings comparable, while per-question comments preserve the detail a number cannot explain.
Weight each question so the verdict follows from the weighted average, or let the interviewer record Proceed, KIV, or Do not proceed directly.
Outstanding feedback stays visible, and completed scorecards stay attached to the application alongside the later offer or rejection handoff.
Responsible use
Structure helps the team ask consistent questions and compare recorded evidence. It does not make weak criteria fair, prevent every human bias, or remove the need for accountable review.
Use the product to make expectations and evidence more explicit before the final group discussion.
The hiring team remains responsible for the interview design, candidate experience, interpretation, and outcome.
Common questions
No. The kit can define shared criteria and prompts while leaving room for relevant follow-up. The goal is comparable evidence, not a robotic conversation.
Yes. Every job requires a scorecard, and the interviews for that job inherit it, so evidence stays comparable across candidates and interviewers.
No. TiLab scorecards combine 1–5 scoring with choice and description questions, and scoring or choice questions can carry a comment, so a rating arrives with the observations behind it.
No. A weighted verdict summarises the recorded scores, and a manual verdict records the interviewer’s judgment. Either way, the responsible people make the final hiring decision.
Explore the workflow
Test whether the criteria, scorecard, verdict, and final review are clearer when they stay attached to the role and candidate.
Contact the team