Structured Interview
A structured interview is an interview in which every candidate for a role is asked the same job-related questions, in the same order, and answers are scored against predefined criteria.
Definition
In a structured interview, the questions are prepared in advance from the requirements of the job and asked to every candidate in the same way. Each answer is rated on a scale, often with examples of weak, acceptable and strong answers, so that interviewers judge the content of the answer and not their impression of the person. It contrasts with the unstructured interview, which is a free conversation that varies from candidate to candidate.
To set one up, start from the competencies or tasks that matter for the role, write one or two questions for each, define a rating scale with descriptions of each level, and decide how scores will be combined. Interviewers take notes during the conversation and score separately before discussing, so that one opinion does not influence the others. Behavioural and situational questions are common choices.
Structure improves consistency and makes candidates comparable, and research on selection methods generally finds it more reliable than unstructured interviews. It also helps limit bias and makes decisions easier to explain. The main pitfalls are poorly written questions, interviewers who drift away from the format and treating the score as an automatic verdict. Scores support the final decision; they do not replace judgement.
Key points
- Same job-related questions, same order, for every candidate.
- Answers are rated against predefined criteria, ideally with examples of each level.
- Interviewers score independently before discussing.
- It makes candidates comparable and decisions easier to justify.
- Scores support the decision of the hiring team; they do not make it.
Example
For a customer support advisor role, a team prepares five questions covering communication, handling an angry customer and organisation. Each candidate answers the same five questions. Two interviewers score each answer from 1 to 5 using a written guide, then compare their scores. The team can place candidates side by side on the same criteria.
Frequently asked questions
What is the difference between structured and unstructured interviews?
In a structured interview the questions and scoring are set in advance and identical for all candidates. An unstructured interview is a free conversation where questions change from one person to the next, which makes comparison harder.
Does a structured interview feel too rigid for candidates?
It does not have to. Interviewers can still be friendly, clarify a question or ask a follow-up to understand an answer. What stays fixed is the set of core questions and the scoring criteria.
How many questions should a structured interview include?
Between five and ten well-chosen questions are usually enough for an interview of 45 to 60 minutes, so that there is room for follow-up questions and for the candidate to ask theirs.
Related terms
AI conversations, human decisions
Passisto holds structured voice conversations with candidates, employees, clients and students, and turns them into reports your team can act on.