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A Guide on How to Conduct Structured Interviews



Understanding Structured Interviews

Structured interviews are a type of job interview that follows a predetermined set of questions and evaluation criteria. They aim to eliminate bias and ensure consistency in the interview process.


By using a structured interview format, employers can gather standardized information from candidates, compare their responses objectively, and make informed hiring decisions.

Structured interviews typically consist of a series of behavioral and situational questions, designed to assess the candidate's skills, knowledge, and fit for the role.


During a structured interview, it is important for interviewers to actively listen to candidates, ask follow-up questions, and take detailed notes to accurately evaluate their responses.


Preparing for a Structured Interview

Before conducting a structured interview, it is essential to define the job requirements and identify the key competencies needed for success in the role.


Create a list of interview questions that align with the desired competencies and job responsibilities. These questions should be clear, specific, and relevant to the job.


Consider developing a scoring rubric or evaluation guide to assess candidate responses consistently. This will help ensure fairness and objectivity throughout the interview process.


Review the candidate's resume and application materials beforehand to familiarize yourself with their background and qualifications. This will help tailor the interview questions accordingly.


Conducting the Structured Interview

Start the structured interview by welcoming the candidate and providing an overview of the interview process.


Ask each question on your list in the predetermined order, allowing the candidate sufficient time to respond. Avoid interrupting or influencing their answers.


Use active listening techniques, such as nodding and summarizing, to show the candidate that you are engaged and interested in their responses.


Take comprehensive notes during the interview to ensure accurate evaluation and comparison of candidates later on.


Throughout the interview, maintain a professional and respectful demeanor, treating all candidates equally and avoiding any form of discrimination.


Evaluating Candidates

After conducting the structured interviews, carefully review and evaluate each candidate's responses and overall performance.


Refer to the scoring rubric or evaluation guide to objectively assess the candidate's suitability for the role.


Consider the candidate's qualifications, skills, experience, and cultural fit when making your evaluation.


It can be helpful to involve multiple interviewers in the evaluation process to ensure diverse perspectives and minimize bias.


Document your evaluations and compare them with other interviewers' assessments to reach a consensus on the top candidates.


Ensuring Compliance and Fairness

To ensure compliance and fairness in structured interviews, it is important to follow legal and ethical guidelines throughout the process.


Avoid asking discriminatory questions that could violate equal employment opportunity laws.

Treat all candidates consistently and objectively, providing them with equal opportunities to showcase their qualifications.


Maintain confidentiality of interview responses and only share relevant information with authorized individuals involved in the hiring decision.


Regularly review and update your structured interview process to align with best practices and evolving legal requirements.


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