Structured Interview

Structured interviews are a method for assessing job candidates and finding the best talent. Conducting a structured interview that includes set questions makes it easier to get insightful information from each interviewee that organizations can compare with the answers of other applicants.

What Is a Structured Interview?

As the name implies, a structured interview follows a structure. It consists of a series of sequential, closed-ended questions in which all interviewers ask the same question sets with the same response options. Some possible ways to display an answer selection include yes/no, sliding scale, or multiple choice.

Because it employs the same set of questions for every individual and collects data using the same set of variables, it is also known as a standardized interview. Answers are allocated a numerical value that makes data analysis easier.

Structured vs. Unstructured Interviews

Two are often mentioned together; however, there are differences between structured and unstructured interviews, which are different types of interview styles, as follows:

• When the conversation is led by the interviewer in a structured interview, the conversation flows naturally between the candidate and the interviewer in an unstructured interview.
• In a structured interview, until the interviewers have finished their evaluations, "small talk" and applicant questions are put on hold. However, in an unstructured interview, at the beginning of the interview, the interviewer may "break the ice" by having a conversation that builds rapport.
• For a structured interview, predefined questions are created based on a job analysis. On the other hand, interviewers are free to ask the questions they want in an unstructured interview.
• During a structured interview, the same questions are asked of each candidate in the same sequence. Nevertheless, interviewers in an unstructured interview can ask different questions to each interviewee.
• In a structured interview, interviewers focus on the specific competencies that the candidate needs to be successful in the role. However, cultural fit may also be important in an unstructured interview.
• During a structured interview, interviewers generally ask situational or behavioral interview questions that require the interviewee to use their experiences to demonstrate skills. On the other hand, work history, strengths, weaknesses, interests, and hobbies are all possible topics for an unstructured interview.
• When candidates are interviewed by the same interviewers each time in a structured interview, interviewers may differ for every applicant in an unstructured interview.
• Interviewers in a structured interview utilize a fixed scale and scoring guides to assess responses fairly and objectively. However, the viewpoint and impression of each interviewer may determine what makes the best candidate response.

What Is a Semi-Structured Interview?

One type of job interview that has aspects of both structured and unstructured interviews is the semi-structured interview, sometimes referred to as a hybrid interview. The interviewer sets up a list of questions or topics to pose to candidates in a semi-structured setting, but they are free to ask additional questions.

While the semi-structured interview in HRM guarantees that some of the same questions are asked of each candidate, it also gives the interviewer the freedom to tailor the conversation to each candidate. Depending on how a candidate responds to questions, it allows the interviewer to delve into a variety of subjects.

The purpose of a semi-structured interview is to assist the interviewer in learning more about the unique qualifications of each applicant.

What Are the Benefits of a Structured Interview?

A structured interview format in which the same questions are posed to each candidate in the same sequence is important for HR professionals and employers. Here are the benefits of structured interviews:

1. Minimizing Bias

People, even those who have a strong commitment to diversity and inclusion, often tend to hire applicants who sound and look like themselves. Unstructured interviews give room for personal bias to sneak into the questions asked, as well as the responses analyzed.

In reality, unstructured interviews used in the hiring process are likely to ask different questions of men and women. Structured interviews minimize biases like expecting women to do better in stereotypically "female jobs" and enable hiring managers and interviewers to concentrate solely on the quality of responses.

2. Hiring Qualified Candidates

Personal connections, such as similar hobbies or backgrounds, during the unstructured interviews, may result in affinity bias, which favors similar applicants over qualified ones.

Structured interviews assist in minimizing bias in hiring by asking all candidates the same questions, allowing for more accurate ability comparisons. This helps determine the most qualified applicant instead of the most relatable one.

3. Collecting Important Data

Unstructured interviews may seem random, making it difficult to foresee job performance. In contrast, a structured interview process provides consistent data. Companies can improve hiring accuracy by evaluating how successful hires responded to key interview questions.

4. Reducing Time Consumption

Standardized instructions and rubrics help professionals prepare more effectively, decreasing preparation time. This streamlined technique improves productivity without compromising quality.

5. Improving Candidate Experience

One of the advantages of structured interviews is boosting the candidate experience. Even if these candidates are not hired, they may feel that the hiring process is fair thanks to consistent questions that measure competence.

Because most professionals value companies creating a good interview experience, this strategy can enhance the company's reputation.

6. Promoting Diversity

A diverse candidate pool does not necessarily result in diverse hires because of unconscious bias. Structured interviews reduce hiring bias in questioning, keeping the hiring process more transparent and fair. This creates a workforce that is more diverse and inclusive.

How to Conduct a Structured Interview?

Structured interviews are easy to handle and allow interviewers to remain focused. They minimize stress, promote fair decision-making, and enable constant evaluation. They also assist in retaining a human connection even in online settings. Here are the steps for conducting structured interviews:

Step 1: Begin With Introductions to Establish Trust

Interviewers should start by introducing themselves, their role, the organization, and the job opportunity. They also should briefly introduce themselves. A warm and professional tone relaxes the candidate, allowing for more candid and helpful responses.

Step 2: Pose Prepared, Role-Specific Questions

Professionals should create a list of questions before they are required, according to the job description and necessary skills. They should also ask all candidates the same fundamental questions to guarantee fairness. They can ask for brief follow-ups for clarification, but it is significant to stick to the established structure.

Step 3: Set Clear Evaluation Criteria and Keep an Eye Out for Bias

Structured interviews reduce hiring bias, but do not eliminate it completely. It is a good idea to use a scoring guide or rubric to determine an ideal answer before the interview. Professionals should also be cautious of any presumptions or personal preferences that may impact their decision-making.

Fairness can be enhanced with interviewer calibration and regular training.

Step 4: Take Notes Regularly

Throughout the interview, interviewers should take notes on crucial details from the candidate's responses. To keep themselves organized, they can fill out a quick evaluation form or checklist. This makes it simple to assess applicants and remember information after the interview fairly.

Step 5: Provide a Clear and Evidence-Based Suggestion

Following the interview, interviewers should provide a quick assessment of the candidate's performance based on their notes and scores. They should give their recommendations to the hiring team, preferably combining feedback from multiple interviewers to ensure a fair selection.

Step 6: Respectfully End the Interview

Interviewers should express gratitude for the candidate's time and inform them of the following steps. They should give a follow-up schedule and future communication plans.

This can assist in creating a positive candidate experience, even for those who are not chosen, which can improve employer branding in the long run.

Examples of Structured Interview Questions

These structured interview questions can be adjusted to examine a candidate's technical and interpersonal skills, if they are a good match for the team, how they are dealing with internal and external difficulties, and their career path:

• Which are your strongest and weakest points?
• How do you offer feedback to other people, and what is the best way for you to receive feedback?
• Consider a very effective manager for whom you worked. What made them succeed in that job, and did they display any skills or characteristics you aspire to emulate?
• What elements of your job do you find most difficult? What skills, background, or expertise do you possess that would enable you to overcome those obstacles?
• Describe a project you worked on that was successful. What part or contribution did you play, and why did it stick in your memory?
• Share with us a project you worked on that did not turn out the way you expected. What did you take away from that encounter?
• Describe a situation where you and a manager or colleague disagreed. In what way did you express your disagreement and settle the dispute?
• In the next five years, what opportunities for professional growth or experience do you think this organization can offer to assist you in achieving your goals?

Conclusion

In this content, you learned the structured interview meaning, example questions for structured interview, and all the important information about this kind of interview.

This is a guide that you can use as an employer, HR professional, or just someone interested in HR topics. However, you can also visit Hirex for many more HR subjects you need to discover to take your career and company to the next level!