Structured interview: how to be more accurate when recruiting new employees?

Structured interview: how to be more accurate when recruiting new employees?

Table of Contents

The structured interview is a recruitment and selection strategy based on a set of questions previously established by the company.

The processes of recruitment and selection of employees are critical for businesses today. They need, more and more, to get the right choice of new professionals to be able to achieve the best results and meet market demands. This is only possible for the select the best candidates, which increases the need to invest in the best selection strategies.

In order for the company to be able to find quality options, they must conduct face-to-face interviews during recruitment. The process must be clear and follow the company's objectives. Therefore, the recruiter must pay attention to the needs of each required step and conduct it in the best way possible.

Planning is everything!

The best way to be successful in this process, following the organization's focus, is to do it in a planned way. The structured interview is a great ally for the situation. It consists of a set of previously established questions that must be applied to all candidates.

Structured interview is a strategy that helps the recruitment and selection process for new employees. Thanks to it, companies are able to have greater objectivity and impartiality in answer evaluation of each candidate.

To structure an elaborate interview, the interviewer must be clear about the focus of the process and know how to analyze each question. For this, he must organize some topics, following the step by step:

Step by step

  • First, he must write the questions. They should be based on the company's needs and the skills desired in the new employee;
  • Next, you need to test the questions;
  • In the interview, it is crucial to make the interviewees follow them to the letter;
  • Perform updates. You need to see how each candidate responds to the questions. The questions can be predictable to him, causing him to give artificial answers.

Using the structured interview strategy can be decisive for your company to succeed hire new talent for the team. That's why we've brought you everything you need to know about this method. Check out!

Good structured interview planning is nothing without a great Recruitment and Selection process. Download our Perfect Recruiting and Selection eBook and plan yours right now:

The Structured Interview

There are several methods used in the market to conduct a candidate selection interview. However, the process is often not carried out properly. This can harm both the organization and the interviewee. Therefore, its importance is crucial and a successful interview makes all the difference in hiring the right professionals.

The purpose of any interview, regardless of method, is to gather useful information about candidates. In addition to analyzing and identifying the skills and capabilities of each professional, which is only possible through a face-to-face interview.

It is through this process that the recruiter will decide which candidate is best able to take on the responsibilities of the position. Therefore, it is essential that there is planning.

The structured interview is carried out through a script of specific and generic questions. It stands out among the other options as it encourages candidates to be more comfortable speaking and expressing themselves more easily.

In this way, it manages to bring greater results to the recruiter, who obtains a greater amount of information.

The main advantages of the method

The main benefit of the structured interview is precisely its standardization of questions. The process follows a single direction and has a predetermined duration. Thus, the selection will hardly lose focus and all candidates will have the same opportunity to express themselves, without anyone being harmed.

In addition to the standardization of application, the structured interview has several other differentials. Check out what they are:

1. Greater precision at the time of selection

For there to be compatibility between the chosen professional and the position offered, it is necessary that the recruiter has an advance and in-depth knowledge of what is sought by the company.

By using the structured interview, the company has greater control over this, being able to identify the professional who best suits the skills of the position and the organizational culture of the corporation.

2. Better quantification and classification of information

The standardization of the structured interview allows for a better classification of the data collected in the process. In this way, the analysis of candidates and the comparison between them becomes much easier to be carried out.

When comparing professionals, the decision process is more precise, based on the identification of the most relevant characteristics for the company. Thus, the chances of choosing the wrong candidate are lower.

3. Error reduction

When the interview is conducted in an unstructured way, the chances of the recruiter making a mistake in their choice are much greater. In the structured method, there is greater control by the interviewer to prevent possible errors from happening.

Also, the fact that the structured interview follows a script helps the recruiter's job. If he is not prepared for the interview at the time, there is less chance that the process will be harmed.

4. Less intersubjectivity between interviewee and interviewer

The result of the process can be hampered because of the intersubjectivity between the recruiter and the candidates. By following a plan, the evaluator is able to carry out their analyzes more clearly and objectively. Thus, the impact on the process is less.

How HR should carry out the process

It is essential that HR, in addition to establishing the script to guide the interview, prepare recruiting employees to carry out this process correctly. Because of this, team training is essential.

Therefore, take the time to train who will participate in the interview so that you can conduct it within the determined standards. Ensure that interviewers have a broad repertoire of questions to delve into candidates' responses.

Furthermore, it is necessary to prepare them to be impartial and not to judge any response given by the candidates. Also advise that they take notes throughout the interview to assist with further analysis.

To make the process as assertive as possible, you can consider some steps in the interview that might help. Follow:

1. Position Analysis

The interview must be designed according to the needs of the vacancy. Therefore, the first step in preparing a structured interview is to analyze the vacancy to be filled and the skills and competences needed.

It is necessary to answer some questions, such as: What are the relevant knowledge and attitudes for a new employee to be able to occupy this position? By clarifying this issue, it becomes easier to define the interview script.

2. Objectives of the interview

By defining the criteria required in the vacancy, it is possible to define the objective of the interview. So start by looking for those that are most difficult to assess, such as the respondent's argumentative ability.

In addition, rate candidates' responses on scales, such as through grades from 1 to 5. The criteria are critical to the process and the score given to each will determine their performance in the interview.

3. Create topics

To facilitate the conduct of the interview, it is possible to structure it in blocks. Thus, the interviewer is able to have greater clarity about the focus of analysis for each answer.

Some important topics to be raised are: investigation of the candidate's past experiences; assessment of skills presented in relation to the requirements of the position; clarification on the next steps in the process.

All of these topics are critical to an interview and cannot be overlooked by the recruiter.

4. Question formulation

The fundamental step in the process. It is through the questions that candidate information will be collected. Therefore, they must be efficiently structured.

To do this, base the questions on all the steps listed above. It is important that they are made openly so as not to lead the candidate in his/her response. Thus, it is possible to have truer and more accurate answers.

Some questions cannot be missing in the structured interview. Are they:

  • What are the candidate's main strengths and weaknesses?
  • What was the hardest situation she's ever faced at work and how did you get out of it?
  • What are the professional's hobbies?
  • What are the short-term goals?
  • Why did you choose that career?

Step by step to prepare the structured interview

There structured interview must follow a predetermined order. Check out the best step-by-step steps to carry it out successfully:

  • Greetings and an initial chat to put the candidate at ease;
  • Process introduction;
  • Questions about work experience;
  • School training;
  • Activities and interests;
  • Description of strengths and weaknesses;
  • Job description, candidate questions;
  • Closing.

To conduct a structured interview, the recruiter should also keep the following questions in mind:

  • General questions should focus on the appraisee's past experiences;
  • It is necessary to encourage him to speak, at least 70%-80% of the interview time;
  • You should not give the professional too much information about the position, until you are sure of the candidate's qualifications, as this can guide your answers;
  • You have to maintain eye contact;
  • Try to make the candidate at ease even with silences. It's important to give him time to think before he starts talking;
  • Do not ask personal or compromising questions.

These precautions are essential for your company's structured interview to be successful. By establishing all the necessary criteria, your HR team will be able to better analyze all candidates and select those who will really differentiate your business.

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