What is a structured interview?

A structured interview is a job interview in which candidates answer the same planned questions and are assessed against the same scoring criteria. The questions relate to the work they would do, giving employers a consistent basis for comparing their answers.

Without that preparation, two candidates for the same role can have quite different interviews. One might spend most of the meeting discussing previous employers; another might face detailed questions about handling difficult situations. When the panel meets, it has different evidence for each person.

How does a structured interview work?

The hiring team agrees what it needs to assess before interviewing anyone. For a recruitment coordinator, that might include managing schedules, keeping accurate records and communicating changes to candidates.

Each requirement becomes a question, with guidance on what a strong answer should demonstrate. Interviewers ask those questions in the same order and record evidence against the agreed criteria. Follow-up questions should also follow agreed guidance.

The US Office of Personnel Management describes this consistency in questioning and scoring as a defining feature of structured interviews.

What questions should employers ask?

Structured interview questions commonly ask candidates about something they have done or a situation they might encounter.

For example, an employer hiring a recruitment coordinator could ask:

Past experience: “Tell us about a time when several people needed your help at once. How did you decide what to handle first?”

Job scenario: “An interviewer cancels shortly before a candidate’s interview. What would you do?”

The first question explores previous behaviour. The second lets the candidate explain their approach to a realistic problem.

Decide which skills each question assesses. The cancellation scenario might test communication and judgement. A candidate should be able to give a strong answer using experience from another setting, without knowing the employer’s internal scheduling system.

How should interview answers be scored?

Prepare the scoring guide alongside the questions. Describe the evidence that would justify each rating.

For the cancellation scenario, an illustrative three-point guide could be:

This example would need adapting to the role. An employer might have different expectations about who can arrange a replacement interviewer.

Interviewers should score answers independently before discussing them. CIPD recommends this approach to reduce the influence of other panel members’ opinions. Where scores differ, return to the candidate’s answer and the scoring guide.

Can a structured interview still feel conversational?

Yes. Interviewers can welcome candidates warmly, explain the format and give them time to think. Consistent assessment leaves room for ordinary courtesy and a comfortable conversation.

Tell candidates what to expect beforehand, including the interview length, format and opportunity to ask questions. Explain how they can request adjustments.

Avoid giving one candidate extensive hints while leaving another to interpret the question alone. Agree how interviewers will clarify questions so candidates receive comparable support.

What should employers check before using structured interviews?

Try the questions with colleagues who understand the role. Can they explain what each question measures? Would two interviewers give the same sample answer similar scores?

Check for duplicated questions across interview stages. If three people ask about stakeholder management, the process may still leave technical judgement unexplored.

After hiring, review whether the interview gathered useful evidence about the work. Candidate feedback can also reveal unclear questions or an unnecessarily long process.

Talk to AMS about candidate assessment to review your interview approach and the skills your hiring process needs to assess.