A structured interview is one of several possible types of professional job interviews. The format is usually determined the hiring committee’s objectives. In most cases, a predetermined set of questions is asked to all job candidates in the same order. A standard guide for recording and rating the candidates’ responses is often included in the interviewing process. In most cases, the interviewers have agreed on what constitutes a satisfactory response in advance. This type of interview can have both benefits and drawbacks.
A structured interview is typically used to create a “level playing field,” in which all candidates are asked the same questions in the same order. Supposedly, this interviewing method can aid the hiring organization in avoiding bias during the hiring process. Interviewers can quickly gather basic information and compare the candidates’ responses to each question. A structured interview, according to many human resources professionals, is more reliable and valid than an unstructured interview, which is more subjective.
A structured interview has the potential disadvantage of not allowing for casual conversation. Regardless of the candidate’s response, it may be difficult for the interviewers to shift the conversation in a different direction. Because the interview is limited to a set of questions asked in a specific order, assessing the candidate’s creativity or communication skills may be difficult.
Most hiring committees or interviewers conduct an analysis of the open position and its overall function within the organization before developing structured interview questions. This will aid them in determining the criteria for evaluating a candidate’s responses. They could, for example, identify the competencies that the organization is looking for and then create relevant questions to assess those competencies. Behavioral or situational questions, or a combination of both, are asked in most interviews. Short, straightforward questions are typically asked, and responses are then rated using a points system.
Structured interviews are used a variety of organizations in their recruitment processes. Agencies such as the federal government and local governments are examples of organizations that frequently use this type of interview to screen candidates. It is often beneficial to practice responses to various types of questions when preparing for a structured interview. Typically, job candidates should be prepared for either a single interviewer or a panel of interviewers. Candidates can sometimes request questions ahead of time or right at the start of the interview. Finally, familiarity with the hiring company, or at the very least an understanding of the job’s general expectations, is usually beneficial.