Structured Interview

What is a structured interview?

A Structured Interview is a type of job interview in which a set of pre-determined questions are asked to all candidates in the same order and manner. The questions are typically based on the job requirements and are designed to elicit specific information about the candidate’s qualifications, skills, and experience. The interviewer is typically trained to ask the questions in a consistent manner and to rate the candidate’s responses on a standardized scale.

The goal of a Structured Interview is to ensure that all candidates are evaluated in a fair and objective manner, and that the information gathered is relevant to the job at hand.

Why may employers use structured interviews?

Employers may use Structured Interviews for several reasons, including: HBR’s structured interviewing research

1. Objectivity: By using a set of pre-determined questions and a standardized rating system, structured interviews can help ensure that all candidates are evaluated in a fair and objective manner, reducing bias and subjectivity in the hiring process.
2. Relevance: Structured interviews are designed to elicit specific information about the candidate’s qualifications, skills, and experience that are relevant to the job at hand.
3. Comparability: Structured interviews allow for easy comparison of different candidates’ responses, making it easier for the interviewer to identify the best-qualified candidate for the job.
4. Legal Defensibility: Structured Interviews can help employers to demonstrate that the hiring process is fair and that the selection decision is based on job-related criteria, which can be helpful if an applicant challenges the decision in court.
5. Consistency: Structured interviews can help ensure that all candidates are asked the same questions and evaluated in the same way, which can reduce the risk of inconsistency in the hiring process.
6. Gathering Specific Information: By asking pre-determined questions, a structured interview helps the interviewer to gather specific information about the candidate’s qualifications, skills, and experience that are relevant to the job requirements.

What is the process of conducting a structured interview?

The process of a Structured Interview typically involves the following steps:

1. Preparation: The interviewer will prepare a set of pre-determined questions based on the job requirements and design a standardized rating system.
2. Scheduling: Candidates will be scheduled for interviews at a specific date and time.
3. Introduction: The interviewer will introduce themselves and the interview process, briefly explain the purpose of the interview, and make sure the candidate is comfortable.
4. Questions: The interviewer will ask the pre-determined questions in the same order and manner to all candidates. The interviewer will also give the candidate the opportunity to ask questions.
5. Evaluation: The interviewer will evaluate the candidate’s responses using the standardized rating system, taking notes on the candidate’s answers and behaviors.
6. Follow-up: After the interview, the interviewer may conduct reference or background checks, or schedule additional interviews if necessary.
7. Selection: Based on the information gathered during the interview, the interviewer will select the best-qualified candidate for the job.

SHRM’s structured interview guidance

Structured interviews are among the highest-validity, most legally defensible selection tools : the foundation of effective, bias-resistant skills-based hiring. Organizations using pre-employment assessments ensure every hire is grounded in verified skills. A data-driven hiring plan reduces mis-hire risk, while strong talent acquisition practices focused on skills-based hiring help organizations attract and retain top talent.

Frequently asked questions