Definition
Structured interview — A structured interview asks every candidate the same predetermined set of questions, in the same order, and scores each answer against a fixed rubric. The interviewer's role is to run the same process consistently, not to improvise based on rapport, since deviating from the script undermines a fair, apples-to-apples comparison across every candidate who applied.
Large employers lean on structured interviews because consistency scales; a recruiter running fifty screens a week can't rely on gut feel to stay fair across all of them. The format also holds up better under scrutiny, since a fixed question set leaves a clear record of why one candidate scored higher.
The trade-off is flexibility: a structured format can feel rigid and leaves little room to chase a relevant detail.
Frequently asked questions
Can an interviewer ask follow-up questions in a structured interview?
Some formats allow a limited, predefined set of follow-up probes tied to specific answers, but the core question set and order stay fixed for every candidate. Open-ended follow-ups are what separate a structured interview from a semi-structured one.
Are structured interviews better than unstructured ones?
They're generally more consistent and easier to defend, since every candidate answers the same questions and gets scored the same way. Unstructured interviews can surface things a fixed script misses, but are more vulnerable to bias.
What's the difference between structured and behavioral interviews?
They describe different things. Structured refers to the process, the same questions asked the same way to everyone. Behavioral refers to content, asking about past experience. A structured interview can be made entirely of behavioral, technical, or situational questions.
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