Definition
An interview format where all candidates are asked the same predetermined questions in the same order, with answers scored against a consistent rating scale to reduce bias and improve hiring decisions.
UK Context
The Equality Act 2010 requires that interview processes do not discriminate against candidates with protected characteristics. Structured interviews help demonstrate that hiring decisions are based on objective, job-related criteria rather than subjective impressions. This is important if a hiring decision is challenged at an employment tribunal.
Best Practices
- Base all questions on a thorough job analysis identifying essential competencies
- Use a mix of behavioural questions about past experience and situational questions about hypothetical scenarios
- Train all interviewers on the scoring rubric and how to probe consistently
- Score each answer immediately after the response rather than at the end of the interview
- Keep records of all scores and notes as evidence of a fair process
Frequently Asked Questions
What is the difference between structured and unstructured interviews?
In a structured interview, all candidates are asked the same questions in the same order and scored against predetermined criteria. Unstructured interviews are conversational with no set questions or scoring, making them less reliable.
Are structured interviews legally required in the UK?
No, but they significantly reduce the risk of discrimination claims. The Equality Act 2010 requires fair treatment of candidates, and a structured process with documented scoring provides strong evidence of objectivity.
How many questions should a structured interview include?
Typically six to ten questions for a 45 to 60 minute interview. Each question should map to a specific competency from the job specification.