A structured interview is a standardized and systematic approach to conducting interviews in which the interviewer asks a predetermined set of questions to assess candidates for a specific job or position. It aims to gather consistent and comparable information from all applicants, facilitating a fair and objective evaluation process. The opposite to which is the unstructured interview, which does not follow a standardized set of questions but rather a go-with-the-flow conversation-style interview. It aims to explore the candidate's background, experiences, and personal qualities in a less structured manner.
By having every candidate go through the same set of questions, you can more easily assess and compare the responses. But there are more perks with the structured interview:
You have the power to deploy a hiring process that is as unbiased as possible. If your structured interview takes place online (such as with Hubert), you have the option to not even to screen CVs beforehand. This means you won’t know the names, ages, or looks of the candidates that are being interviewed. Everyone gets a fair chance, and the only evaluation that takes place is that of the respondents' responses.
Thanks to the ranking and scoring system, the evaluation of the candidates becomes objective. The system itself holds you accountable for how you score, which results in more reliable results.
The structured interview, if conducted as an initial screening, is more humane than, say, a call or CV screening. You’re not evaluating people based on education, location, or previous high-status jobs; on the contrary, you’re only looking at who they are today. You might get a small revelation when you look at CVs later on and find that the candidate who ranked highest was not the candidate with the most suitable education.
Alright, let’s get down to the nitty-gritty details of how to go about this!
To use a structured interview effectively, follow these steps:
Consider supplementary information
While the structured interview provides valuable insights, it’s, with the risk of being two-faced, important to consider other factors such as resumes, references, and additional assessments or tests to make a comprehensive hiring decision. But remember, you might get surprised by your assumptions!
The recruitment industry is a potluck of efficiency. Recruiters and HR companies are moving further away from time-consuming manual labor and rapidly moving towards digital tools that can help them with every step of the hiring process. At Hubert, we provide initial screenings of candidates by delivering on-the-go structured, online interviews that every applicant goes through. As long as you know what you’re looking for, we and the applicants take care of the rest.