How to Run a Structured Interview in the UAE (Questions and a Scorecard You Can Copy)

The short answer

Step 1: build the scorecard

Choose four to six criteria drawn from the role's must-have skills. A typical customer-facing role might use these:

Then agree what each score means, so a "4" from one interviewer means the same as a "4" from another:

• 1 – No evidence. Couldn't give an example or answered a different question.
• 2 – Weak. Vague or theoretical, with little personal contribution.
• 3 – Meets the bar. A relevant, specific example with a clear result.
• 4 – Strong. A detailed example showing good judgement and impact.
• 5 – Outstanding. Exceeds what you'd expect at this level, with insight you hadn't considered.

Finish with an overall recommendation: strong yes, yes, not sure, or no.

Step 2: use a question bank

Ask behavioural questions ("tell me about a time") for how someone has acted, and situational questions ("what would you do if") for how they'd think. Two or three per criterion is plenty.

• Communication. Tell me about a time you had to explain something complicated to someone unfamiliar with it. How did you know they understood?
• Role knowledge. Walk me through how you'd handle a typical task in this role, step by step. What do you check at each stage?
• Problem solving. Describe a problem you solved with limited information or time. What options did you consider and why did you choose one?
• Ownership. Tell me about a mistake you made at work. What did you do next, and what changed afterwards?
• Working with others. Describe a time you worked with people whose background or style differed from yours. What did you adjust?
• Handling pressure. Tell me about a week when several deadlines collided. How did you decide what came first?
• Motivation. What would make this role a success for you in six months?

Follow up each answer with the same probes: What was your part? What did you actually do? What was the result? They turn rehearsed answers into real ones.

Step 3: questions to avoid

UAE labour law treats discrimination in hiring as unlawful, including during interviews. Don't ask about:

• Age, marital status, children or plans to have them.
• Religion, race, or where someone is "really" from.
• Health, disability or pregnancy.

You can and should ask about things that affect the job: whether they can legally take up the role, their notice period, availability, and any requirements the role genuinely has, such as shift patterns or travel. Ask everyone the same questions.

Step 4: run the interview

• Brief the panel in advance. Share the criteria, the questions and who asks what. Two or three interviewers is enough.
• Tell the candidate the format. Length, who they'll meet and whether to prepare anything. A calm candidate gives a better signal.
• Take factual notes. Write what was said, not conclusions like "seemed nice".
• Score straight away and alone. Each interviewer rates every criterion and gives a recommendation before any discussion.
• Then compare. Discuss where scores differ, because that is where the useful conversation is. Decide within a day or two.

Phone, video, in person and recorded

The same structure works for every format. In person is best for the final round. Phone and video calls suit early screening, and recorded video answers (candidates answer the same timed questions in their own time) are efficient for a first filter when you have many applicants or candidates in other time zones.

Where OfficeHR fits

This is a general guide to interviewing practice for UAE teams, not legal advice. Anti-discrimination rules are set by UAE law and can change; confirm anything unusual with MOHRE or a UAE employment lawyer.