What is a structured interview?

LiveRec EditorialUpdated

A structured interview asks every candidate for a role the same job-related questions, in the same order, and scores answers against criteria agreed in advance. It differs from an unstructured conversation, where questions vary by candidate. The aim is a fairer, more comparable evaluation.

How it works

The team defines the skills the job needs, writes questions for each, and creates a scoring guide describing what a strong, adequate and weak answer looks like. Interviewers score independently before comparing notes. The same approach supports consistent treatment of applicants, which the EEOC says employers should aim for in hiring.

Limits

A structured format does not remove the need to avoid prohibited questions. Pre-offer disability questions are explicitly prohibited, and questions that could reveal protected traits should generally be avoided. Keep notes tied to job criteria.

Example

A hiring team asks five candidates the same set of questions about a sales scenario and scores each answer from one to five using a written guide. They compare the totals and notes in a debrief.

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