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Written by Brad Askew
Legal Tech Founder
Civil & Commercial Law background · Founder of LegalDocuments.co.uk
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Updated April 2026 · England & Wales
BA
Written by Brad Askew Legal Tech Founder
Civil & Commercial Law background · Founder of LegalDocuments.co.uk
Updated May 2026
·
England & Wales
Hiring the right person is one of the most important decisions any business makes, and the interview sits right at the heart of that process. Get it wrong and you risk wasted time, costly mis-hires, or worse, a discrimination claim.
Get it right and you build a team that moves your organisation forward. This guide walks through how UK employers can plan, run and evaluate employment interviews in a structured way. It covers the preparation stage, the questions worth asking, the legal boundaries you need to respect, and how to score candidates fairly so your final decision holds up to scrutiny.
Whether you are a founder making your first hire or an HR lead refining an existing process, the aim here is to give you a clear, practical framework you can put to work straight away.
Overview
An employment interview is a structured conversation between an employer and a candidate, used to assess whether someone is the right fit for a specific role. It is not just a chat. In the UK, interviews form part of a regulated hiring process governed by the Equality Act 2010 and related employment law, which means how you ask questions matters as much as what you ask.
A well-run interview tests the candidate's skills, experience and suitability against the criteria in the job description, while also giving them a genuine sense of the role and the organisation. Most employers use a mix of formats, including one-to-one interviews, panel interviews, technical assessments, competency-based questioning and scenario exercises.
The common thread is consistency: every candidate should be assessed against the same criteria using a comparable process, so the decision you reach is defensible, fair, and genuinely based on merit rather than gut feel.
Key steps
01
Define the role before you write a single question. Go back to the job description and pin down exactly what success looks like in this position. List the essential and desirable skills, the experience level required, and the behaviours that fit your culture. Without this foundation, interviews drift into personal preference rather than objective assessment.
02
Build a structured question set linked to your criteria. Prepare a core list of questions that every candidate will be asked, mapped against the competencies you identified. Mix competency-based questions ('tell me about a time when…'), technical questions relevant to the role, and situational questions. Leave room for follow-ups, but keep the core consistent so you can compare candidates like for like.
03
Know the legal boundaries before you sit down. Under the Equality Act 2010 you cannot ask questions that discriminate on protected characteristics such as age, gender, race, religion, disability, sexual orientation, pregnancy or marital status. Avoid questions about health or family plans. If you need to check right to work in the UK, do that through the proper verification process rather than as an informal question.
04
Run the interview with consistency and note-taking discipline. Introduce yourself and the format, explain how the session will run, and give the candidate time to settle. Ask your prepared questions, listen more than you speak, and take factual notes rather than subjective impressions. Keep timing even across candidates so no one feels short-changed.
05
Score against your criteria, then decide. Use a simple scoring framework where each candidate is rated against the defined competencies. Compare scores, discuss any gaps with fellow interviewers, and document the reasoning behind your decision. Keep the notes securely in line with UK GDPR, as unsuccessful candidates can request access to information held about them.
Common questions
QWhat questions am I not allowed to ask in a UK job interview?
You must not ask questions that could discriminate on protected characteristics under the Equality Act 2010. That includes questions about age, marital status, plans to have children, religion, health conditions, disability, sexual orientation or nationality framed in a way that goes beyond right-to-work checks. Stick to questions that relate directly to the requirements of the role and the candidate's ability to do the job.
QHow long should an employment interview last?
Most first-stage interviews run between 30 and 60 minutes, though technical or senior roles often need longer. The right length depends on the complexity of the role and how many competencies you need to assess. What matters more than duration is using the time consistently, so every candidate gets the same opportunity to demonstrate their suitability against the same criteria.
QShould I use a panel interview or a one-to-one?
Panel interviews reduce individual bias and are generally recommended for roles above entry level, as they bring multiple perspectives into the decision. One-to-one interviews can feel more conversational and work well for early screening. Many employers use both, starting with a one-to-one and moving to a panel for final stages. Whichever you choose, brief everyone involved so questioning stays structured and fair.
QCan I record an interview?
You can, but you need the candidate's clear consent before starting, and you must handle the recording in line with UK GDPR. Explain why you are recording, how long the recording will be kept, and who will have access. Some candidates will reasonably decline, so have a plan for thorough written notes as an alternative. Never record covertly.
QWhat should I do if a candidate asks about salary or benefits?
Be ready to give a straight answer. Candidates increasingly expect transparency about pay bands, benefits, working arrangements and progression. Dodging the question creates distrust and can waste time if expectations are misaligned. If final figures depend on experience or interview performance, say so honestly and indicate the range you are working within.
QHow soon should I give candidates feedback after the interview?
Aim to let candidates know the outcome within one to two weeks, and sooner if possible. Silence damages your employer brand and leaves good people accepting offers elsewhere. Unsuccessful candidates appreciate honest, specific feedback where you can give it. Keep feedback factual and tied to the criteria you assessed, rather than personal observations, to reduce the risk of disputes.
QDo I have to keep interview notes, and for how long?
There is no fixed statutory period, but most UK employers keep interview notes for six to twelve months after the decision. This covers the time limit for most discrimination claims brought to an employment tribunal. Notes must be factual, professional and stored securely under UK GDPR, because unsuccessful candidates have the right to request the personal data you hold on them.
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Brad Askew Legal Tech Founder
Brad has a background in civil and commercial law and founded LegalDocuments.co.uk to make clear, reliable legal information accessible to everyone. This site is not a law firm and does not provide regulated legal advice.
Legal disclaimer
This article is for general information only and does not constitute legal advice. We are not solicitors. For advice on your specific situation, please consult a qualified solicitor.
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