Recruiting template
Interview Questionnaire Template
An interview questionnaire is the set of questions you ask every candidate for a role, laid out as a form with space to note each answer. Pick the version below for your interview, add the skills the role needs and copy it into your interview pack.
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Every version below updates as you type. A field left empty stays as a [placeholder] in the text you copy.
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Note
Interview questionnaire for interviewers
When to use it: A first or second interview, where the interviewer needs every question, its follow-ups and space for notes on one form.
One-page interview sheet
When to use it: A short interview for an hourly or high-volume role, where the interviewer needs a quick sheet to fill in during the conversation.
Pre-interview logistics questionnaire for candidates
When to use it: Sent to the candidate before the interview, so practical questions are answered in advance and the interview time goes on the work.
SubjectA few questions before your interview for [Job title]
Written interview questionnaire
When to use it: An early stage for remote or distributed teams, where candidates answer a few questions in writing in their own time.
SubjectNext step for the [Job title] role: a few written questions
Graduate and campus interview questionnaire
When to use it: Interviews for graduates, interns or campus hires, where candidates have little work experience and examples come from study, projects or internships.
How to use this template
- 1Choose the three or four skills the role needs most, from the job description and a talk with the hiring manager, and put them in the fields above.
- 2Pick the version for the stage: a full interviewer form, a one-page sheet for short interviews, a questionnaire the candidate fills in beforehand, written questions, or the graduate set.
- 3Write the situation question from something that really happens in the role, so the answer tells you how the candidate would handle the work.
- 4Ask every candidate for the role the same questions in the same order, and note what they said straight after each answer.
- 5Have each interviewer complete their notes before the group discusses any candidate, then compare answers question by question.
Mistakes to avoid
- Asking different questions of different candidates, which leaves you comparing impressions instead of answers.
- Writing questions that can be answered with yes or no, such as "Are you a team player?"
- Asking about health, disability, age, family plans or other personal matters before an offer. Ask only what the job needs, and ask about adjustments for the interview.
- Filling the questionnaire with too many questions for the time, so the last ones get rushed or skipped.
- Writing notes like "good energy" that nobody else can check later. Note what the candidate said or did.
Questions
What is an interview questionnaire?
A fixed list of questions asked of every candidate for a role, set out as a form with space for the interviewer to note each answer. It keeps interviews consistent and gives the team a record to compare candidates.
What is the difference between an interview questionnaire, an interview form and an interview sheet?
The terms are used loosely. A questionnaire usually means the questions, a form adds space for notes and ratings, and an interview sheet is often a one-page version for short interviews. The versions above cover all three.
How many questions should a job interview template have?
Enough to cover each skill the role needs with time for follow-ups, plus the practical checks and the candidate's own questions. For most interviews that means a handful of main questions, not a long list.
Should candidates fill in a questionnaire before the interview?
It can save interview time on practical questions such as notice period, working pattern and right to work. Keep it short and ask only what you need to decide whether to interview.
Which questions should I leave out of an interview questionnaire?
Questions about protected characteristics, such as age, religion, pregnancy or family plans, and pre-offer questions about health or disability in places that restrict them. Asking what adjustments a candidate needs for the interview is generally fine.
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