The Structured Interview – Part 1

Structured Interviews

This is the first article of a three-part series that overview of the structured interview. The articles will discuss what the structured interview is, why you should use it and how it can prevent bias.

You’re great at reading people, so when it comes time to hire a new employee you know you just need to meet them and figure out whether they’d be a good fit. Right? Probably not.
Interviewing someone is a probably critical component of your selection process. Meeting face to face in order to ask relevant questions is an excellent opportunity to determine who should be your next employee and who can significantly contribute to your organization.
A structured interview can help make the best use of your time. Structured interview processes typically share a number of similar characteristics:

• Each interviewee is asked the same series of questions
• Questions and response indicators are developed in advance of the interview
• The questions, order asked and phrasing are standardized across all candidates

Using a structured interview provides the opportunity to screen candidates in a standardized manner that can mitigate human errors and bias on the part of the interviewer.
Have any questions about creating or using structured interviews? Send us an email! Check back next week for more details on why the structured interview is your best choice. We’ll lay out the details for you.
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Joël Durivage

Manager, Business Architect