Quick answer: A structured interview uses rules for asking questions and scoring answers so every candidate gets the same shot. The US Office of Personnel Management (OPM) says higher structure brings higher validity, better rater agreement, and less adverse impact. Same questions. Same benchmarks. Notes on a scorecard.
I used to wing interviews. Good chat, vague gut feel, hire. Some worked. Some did not. In my opinion the fix is structure, not longer meetings.
What OPM means by structured
OPM describes structured interviews as interviews that employ rules for eliciting, observing, and evaluating responses. That limit on interviewer discretion is the point.
OPM also says structure is a scale, not a switch:
- Low structure: any questions, global gut rating
- High structure: the same predefined questions (and probes) for everyone, scored against proficiency benchmarks
Interviews with higher degrees of structure show higher levels of validity, rater reliability, rater agreement, and less adverse impact.
Questions should come from job analysis: the competencies that actually predict success in the seat.
Campion, Palmer, and Campion (1997), cited on OPM’s structured interview page, treat structure as a set of standardization enhancements to the selection interview. You add constraints on purpose. You do not add theater.
Situational vs behavioral
OPM outlines two common formats:
Situational: “You notice teammates falling behind on a deadline. What would you do?”
Behavioral: “Describe a time you analyzed messy information and what you decided.”
Both can work. OPM notes behavioral description interviews have shown higher validity when the work is highly complex, such as professional or managerial roles.
Pick one primary style per loop so scoring stays comparable.
A 30 minute founder loop
You do not need a government panel. You need discipline.
- List five to seven competencies from the job, not from your mood that day.
- Write one question per competency.
- Write a short good / okay / weak benchmark for each.
- Ask the same questions in the same order.
- Score on one interview scorecard template before you debrief.
- Take notes while they talk, not after lunch.
That is a structured interview on a founder calendar.
If you still need a first filter before this loop, use tight phone screen questions. And decide in advance how many candidates to interview so the structured loop has a clear shortlist size.
What structure is not
It is not reading a script in a cold voice. Follow up probes that stay on the same competency are fine when you planned them.
It is not inventing a new favorite question for candidate three because candidate two bored you. That breaks the comparison.
It is not a guarantee. It is a fairer signal.
What I want you to do tomorrow
Take your next open role. Write five questions from the real work. Print one scorecard. Use both for every person you meet.
If you want scorecards and notes next to each candidate record, Try Canvider free.
Same questions. Same scorecard. Better odds you hire for the job, not for the vibe.
Frequently asked questions
What is a structured interview?
According to the US Office of Personnel Management (OPM), structured interviews use rules for eliciting, observing, and evaluating responses. In practice that means the same questions, proficiency benchmarks, and a shared scorecard for every candidate.
Why are structured interviews better than unstructured ones?
OPM notes that interviews with higher degrees of structure show higher validity, higher rater reliability and agreement, and less adverse impact. You compare people on the same evidence instead of on charm.
What is the difference between situational and behavioral questions?
Situational questions ask what you would do in a job like scenario. Behavioral questions ask what you did in a past situation. OPM says both can work; behavioral formats often hold up well for complex work.
How do I run a structured interview in 30 minutes?
Use the same five to seven questions from a job analysis, the same scorecard, and written notes. No new questions mid loop just because someone seems impressive.