Structured Interview
An interview format where all candidates are asked the same predetermined questions in the same order, and answers are scored against a rubric. More predictive of job performance than unstructured interviews and more legally defensible.
A structured interview uses a standardized set of questions asked in the same order to all candidates for a given role, with answers evaluated against a predefined scoring rubric. **Contrast with unstructured interviews:** In an unstructured interview, the interviewer asks different questions to different candidates based on their judgment, the conversation flow, and individual curiosity. These are more natural but less predictive and more vulnerable to bias. **Why structured interviews are better:** Decades of research show structured interviews are significantly more predictive of job performance than unstructured ones. All candidates are evaluated on the same criteria, reducing the influence of irrelevant factors (perceived cultural similarity, small talk quality, interviewer's mood). **What structured interviews look like:** - Government, civil service, and public sector interviews are almost always structured - Competency-based interviews and formal panel interviews often use structured formats - Large companies with professional HR functions increasingly use structured formats - Startups and small companies more often use unstructured conversational formats **For candidates:** In a structured interview, you can't win on rapport and small talk — you win on the quality of your substantive answers. The scoring rubric rewards specific, well-structured responses. STAR-format answers map well to structured scoring. **Standardized questions:** In public sector structured interviews, questions are sometimes published in advance or are available from previous candidates on platforms like Glassdoor. Researching typical questions for the specific department or role is worthwhile preparation.
Why it matters
In structured interviews, every candidate is compared on the same criteria. Preparation — specifically having strong STAR stories for each competency — is the primary differentiator because personality and impressionism play less of a role.
Candidate tip
Ask at the start of a structured interview whether you can take notes — in formal structured processes, this is expected and signals you take the process seriously. Use your notes to ensure you address all parts of multi-part questions.
Related terms
Unstructured Interview
InterviewsAn interview where the conversation flows naturally without a fixed question set or scoring rubric. More common at small companies and startups. More vulnerable to bias but allows for authentic connection and the exploration of unexpected strengths.
Competency-Based Interview
InterviewsA structured interview where each question maps to a specific competency the role requires — communication, leadership, problem-solving, etc. Common in government, public sector, and large enterprises. Often uses STAR-format responses.
Behavioral Interview
InterviewsAn interview format where questions focus on how you've handled specific past situations — 'Tell me about a time when...' The premise is that past behavior is the best predictor of future behavior. Most structured interviews incorporate behavioral questions.
Interview Scorecard
InterviewsA standardized evaluation form used by interviewers to record structured assessments of candidates across predefined criteria. Scorecards reduce bias and enable apples-to-apples comparison across multiple candidates interviewed by multiple people.