A structured interview is a systematic approach to interviewing where all candidates are asked the same set of predetermined questions, assessed using consistent criteria. It is widely regarded as one of the most reliable and valid methods of assessing candidates in a hiring process.

Key Characteristics of a Structured Interview

1. Standardized Questions
   • All candidates receive the same questions, ensuring fairness and consistency.
2. Job-Related Questions
   • Questions are directly tied to the knowledge, skills, abilities, and competencies required for the role.
3. Scoring System
   • Answers are evaluated using a predefined scoring guide or rubric to minimize bias.
4. Focus on Behavior and Situations
   • Often includes behavioral (past experience) and situational (hypothetical scenarios) questions.

Advantages of Structured Interviews

1. Fairness and Objectivity
   • Minimizes bias by treating all candidates equally and focusing on job-relevant criteria.
2. Higher Predictive Validity
   • Provides better insight into future job performance compared to unstructured interviews.
3. Legal Defensibility
   • Reduces the risk of discrimination claims as it is based on consistent and job-related measures.
4. Efficiency
   • Streamlines the interview process, especially for multiple candidates or large-scale recruitment.

Steps to Conduct a Structured Interview

1. Job Analysis

   • Identify the essential tasks, responsibilities, and skills required for the role.

2. Develop Interview Questions

   • Create a mix of open-ended, behavioral, and situational questions that reflect the key competencies.

   Example questions:

   • Behavioral: "Can you describe a time when you handled a difficult team conflict?"
   • Situational: "How would you prioritize tasks if multiple deadlines overlap?"

3. Design a Scoring System

   • Define a rubric with clear criteria for rating answers (e.g., 1–5 scale, with descriptors for each score).

4. Train Interviewers

   • Ensure all interviewers understand the process, the scoring system, and how to avoid bias.

5. Conduct the Interview

   • Stick to the script, ask follow-up questions only for clarification, and record answers systematically.

6. Evaluate Candidates

   • Rate each response immediately after the interview using the scoring guide and compare scores across candidates.