Structured Interviewing

Structured interviewing is a systematic approach to hiring that makes the process more reliable, fair, and effective. Unlike traditional interviews where questions may vary from candidate to candidate, a structured interview follows a clear, consistent format. Each candidate is asked the same predetermined questions in the same order and evaluated using a standardized scoring system. This approach significantly reduces bias, increases the accuracy of hiring decisions, and minimizes the risk of a bad hire.

Why structured interviews matter

Think about your current interview style. Do you go in with a general idea of what to ask but adjust based on how the conversation flows? That’s a semi-structured interview. Or do you simply rely on instinct, asking whatever feels right in the moment? That’s an unstructured interview, which - while common - can lead to inconsistent evaluations and even legal risks. Without a set scoring system, hiring decisions can become subjective, influenced by personal biases rather than objective criteria.

A structured interview, on the other hand, creates a level playing field by ensuring that every candidate is assessed against the same standards. It’s nearly twice as effective as traditional interviews and significantly reduces the chance of hiring the wrong person.

How to conduct a structured interview

Implementing structured interviews doesn’t have to be complicated. Here’s a simple step-by-step guide to get started:

1. Define job requirements clearly
   Before you begin, identify the key skills, experience, and competencies required for the role. This ensures that your questions are relevant and focused on what truly matters.
2. Develop a standardized set of questions
   Prepare a consistent list of situational and behavioral questions tailored to the job. Every candidate should answer the same questions in the same order to ensure a fair comparison.
3. Establish clear evaluation criteria
   Use a standardized rating system to assess candidate responses. Define what a strong, average, and weak response looks like so that interviewers can score answers objectively.
4. Train interviewers on bias-free techniques
   Educate hiring teams on how to conduct structured interviews fairly, focusing on competency-based evaluation rather than gut feelings or personal preferences.
5. Create a positive candidate experience
   Let candidates know upfront that the interview process is structured to ensure fairness and eliminate bias. Make them feel comfortable, allow time for their questions, and provide constructive feedback post-interview.

The bottom line

Switching to a structured interview process might require some upfront effort, but the long-term benefits are undeniable. By ensuring consistency, fairness, and objectivity, structured interviews lead to better hiring decisions, stronger teams, and a more equitable recruitment process. It’s time to move beyond intuition and embrace a smarter way to hire!