A structured interview is a systematic approach to interviewing where each candidate is asked the same set of predefined questions in the same order. This method is widely used and recommended for HR professionals because it ensures consistency and fairness in the interview process, enabling a more objective comparison between candidates.
Develop Standardized Questions: Create a set of relevant questions that directly relate to the job requirements and competencies needed for the role.Train Interviewers: Ensure that all interviewers are trained on how to conduct structured interviews effectively, including how to ask questions and evaluate responses impartially.Consistency in Administration: Stick to the script. Ask each candidate the same questions in the same order to maintain consistency.Objective Evaluation: Use a standard rating system to evaluate the responses, reducing the influence of biases and subjective judgment.
In a structured interview, HR professionals and hiring managers use a uniform set of questions that are prepared in advance. This ensures that each interview is conducted in a similar manner, providing each candidate with an equal opportunity to showcase their skills and experiences. The responses are then evaluated against a pre-defined scoring system to help in making objective hiring decisions.
Uniform Questions: A predetermined set of questions asked to all candidates.Objective Scoring: Responses are evaluated based on a standardized scoring system.Reduced Bias: Minimizes personal biases by standardizing the interview process.Comparability: Makes it easier to compare candidates based on their responses.
While the format remains the same, the content of the questions should be tailored to suit the specific competencies and requirements of the job role.
Yes, structured interviews can include open-ended questions as long as they are consistently used across all interviews for a particular role.
