> I've found that a standardized interview with asking the same questions to each candidate helps me better see the differences between candidates Oh, I start

> I've found that a standardized interview with asking the same questions to each candidate helps me better see the differences between candidates Oh, I start with a standard list of topics, and of course technical questions need to be consistent across interviews to be any use. But beyond that I like to let the interview flow naturally - if the candidate seems particular passionate about one thing or another, follow up on that, and see where it goes. It's a conversation, not some form to be filled out. If you're going to do that, may as well just email them the actual form. Maybe the author isn't as strict as I understood but I really do believe that it's in that conversation that you get to know someone's personality, what they're passionate about, how they might fit culturally and how their experience and talents might complement the team. You don't get that from a survey.