What is a structured interview?

A structured interview is a standardized method of interviewing where each candidate is asked the same predetermined questions in the same order. This format ensures consistency, reduces bias and creates a straightforward comparison of responses across applicants. This approach is instrumental in skills-based hiring, assessing candidates based on their qualifications and performance rather than subjective impressions.

A structured interview offers a clear framework that promotes fairness and transparency in the hiring process. These interviews are commonly utilized in high-volume hiring, public sector recruitment and positions where accountability and equal opportunity are vital. By concentrating on job-relevant criteria and reducing variability, structured interviews enable organizations to make more reliable hiring decisions.

Why use structured interviews?

Structured interviews promote fairness, consistency and objectivity in the hiring process. By asking all candidates the same predetermined questions, employers can evaluate responses based on standardized criteria rather than personal impressions or biases.

This approach is especially valuable in skills-based hiring to assess specific competencies and qualifications. Structured interviews also make it easier to compare candidates side by side, helping hiring teams break down barriers and make more informed, defensible decisions.

Benefits of structured interviews for the employer

Structured interviews offer employers a powerful tool for making fair, consistent and data-driven hiring decisions. Using a standardized set of questions and evaluation criteria, organizations can reduce bias, improve candidate comparisons and align hiring practices with job-relevant competencies.

Here’s how this approach strengthens the quality of hires and enhances the recruitment process:

• Consistency across candidates: Ensure every applicant is evaluated using the same criteria.
• Reduced bias: Minimize subjective judgments and support equal hiring practices.
• Improved predictive accuracy: Have potentially better job performance compared to unstructured interviews.
• Easier candidate comparison: Standardized scoring enables precise, side-by-side evaluations.
• Supports skills-based hiring: Focus on competencies, not credentials or background.
• Scalable for high-volume hiring: Use a method that is efficient and repeatable across multiple roles or locations.

Benefits of structured interviews for the candidate

Structured interviews offer candidates several key benefits, creating a more transparent, fair and empowering hiring experience, such as:

• Equal opportunity and fair-chance interviewing: All candidates are asked the same questions, helping to reduce bias.
• Preparation-friendly: The predictable format allows candidates to prepare relevant examples and responses.
• Reduced anxiety: Knowing the structure ahead of time eases nerves and boosts confidence.
• Improved feedback: Standardized scoring makes it easier for employers to offer constructive feedback.
• Professional tone: Structured interviews are typically more respectful and organized.
• Better alignment: Candidates can clearly demonstrate how their experience matches the role.

How to prepare a structured interview

Preparing a structured interview begins with the employer identifying the key competencies and skills required for the role. This means analyzing the job description and breaking it down into measurable attributes like communication, problem solving, technical proficiency or customer service.

Once you define these competencies, you can develop a consistent set of questions that directly assess each one. These behavioural or situational questions prompt candidates to share examples from past experiences or explain how they would handle specific scenarios. Each question is tied to a scoring rubric that outlines a strong, average or weak response, ensuring consistency across interviews.

How to create a structured interview

Creating a structured interview involves preparation to ensure interviews run smoothly. Consider the following steps when creating your structured interview:

1. Identify key competencies. Define the skills, behaviours and attributes essential for success in the role.
2. Develop standardized questions. Create behavioural or situational questions that directly assess those competencies.
3. Create a scoring rubric. Establish clear criteria for evaluating responses (e.g. a 1–5 scale with examples of strong vs. weak answers).
4. Train interviewers. Ensure all interviewers understand the format, scoring system and how to avoid bias.

How to conduct a structured interview

Conducting a structured interview involves a consistent approach to asking questions. Consider the following steps when conducting a structured interview:

1. Greet your candidate. A warm greeting helps put your candidate at ease and makes them feel more comfortable.
2. Ask each candidate the same questions in the same order. This ensures each interview remains standardized.
3. Score each answer immediately. Scoring each answer immediately produces the most accurate results because it reflects your immediate reaction instead of relying on memory later.
4. Close the interview. Once your candidate responds to your questions, thank them for their time and let them know when to expect an update regarding the next steps.

Example questions for structured interviews

Structured interview questions elicit specific, behaviour-based responses that reflect how a candidate has handled real-world situations.

Here are 10 example questions commonly used in structured interviews to assess key competencies across various roles:

1. Describe a time you managed multiple tasks with competing deadlines. How did you prioritize?
2. Describe a situation where you dealt with a challenging customer or colleague. What was the outcome?
3. Give an example of a goal you set and how you achieved it.
4. Describe a time you made a mistake at work. How did you handle it?
5. Describe a situation where you quickly learned a new skill or system. What steps did you take?
6. Describe a situation where you worked as part of a team to complete a project. What was your role?
7. Tell me about a time when you had to adapt to a significant change in the workplace.
8. Describe a situation where you identified a problem and took the initiative to solve it.
9. Give an example of how you handled confidential or sensitive information.
10. Tell me about a time you communicated complex information clearly to someone else.

Structured interviews offer a fair, consistent and effective approach to hiring, helping to reduce bias and enhance decision making. By standardizing questions and evaluations, they ensure equal candidate assessment and align with skills-based hiring.