Frameworks, step-by-step guides and scorecards for hiring teams who want to assess candidates consistently. These are practical resources, not product advertisements.
A practical framework for scoring interview candidates — what to score, how to use a scale and how to avoid the mistakes that make scores unreliable.
A practical framework for structuring an interview — the four-part structure, how long each section should last and the mistakes that make interviews unreliable.
Screen the pile. Give the right candidates a better interview.
Understand the candidate before anyone starts the interview.
Give every interviewer a plan built for the role and candidate.
Turn interview notes into evidence HR can review.
Our resources are written and maintained by the Kippler team. They draw on established interviewing practice, published research on structured interviews, and our experience working with hiring teams across sectors. Each article is reviewed before publication and periodically thereafter.
These resources are practical editorial guidance, not validated psychometric assessments or legal advice. They represent our recommended approach, but hiring contexts vary. Adapt the frameworks to your organisation, role and candidate, and seek qualified advice where specialist matters arise.
Publication and review dates are shown on each article. If you spot something that needs updating, contact us at [email protected].
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