Why running structured interviews is so important

You understand the pressure of hiring the right people. A wrong hire can cost your business time and money, plus it affects team morale. Structured interviews are designed to help you minimise these risks. By offering a consistent and fair process, structured interviews can improve your chances of finding the right candidate for your organisation. Intrigued? Let's dive into what structured interviews are and why they're beneficial for your hiring process.

1. What is a Structured Interview?

1.1 Definition of Structured Interviews

Structured interviews are defined by their consistency and standardisation. In this type of interview, every candidate is asked the same set of pre-determined questions. These questions are drafted based on the job requirements and aim to measure specific skills and competencies. For example, if you're hiring a software engineer, every candidate might be asked to describe a challenging coding problem they solved in a previous role.

This method allows you to directly compare candidates' responses, which simplifies the decision-making process. It ensures that each interview is fair and objective, maintaining a clear focus on job-related criteria. Pre-set questions save you from going off-topic and ensure that you cover all necessary aspects related to the role and the candidate’s suitability.

Pro-tip: Always include a mix of behavioural and situational questions. Behavioural questions assess past experiences, while situational questions gauge future actions.

1.2 How Structured Interviews Work

Here's a breakdown of how structured interviews are typically conducted:

1. Create a List of Questions: Develop questions that relate to the essential functions of the job. Research common interview questions for the specific role.

2. Establish a Scoring System: Set up a rating scale, e.g., 1 to 5, to quantify candidates' answers against clearly defined benchmarks or competencies. This scoring will help you objectively evaluate responses.

3. Select and Train Interviewers: Make sure your interviewers are well-trained in using the structured format. They should understand the scoring system and how to apply it consistently.

4. Conduct the Interviews: Carry out the interviews, asking each candidate the same questions in the same order, and noting down their answers carefully for later comparison.

Pro-tip: Use an interview scorecard to keep track of each candidate's responses and scores during the interview. This allows for easy reference and comparison later.

1.3 Benefits of Structured Interviews for Companies

Structured interviews offer numerous advantages for companies. One significant benefit is the enhanced reliability and predictability of the hiring process. When each candidate is assessed using the same criteria, it’s easier to make informed decisions about who will perform best in the role. This reduces the risk of hiring someone unsuitable, saving your company time and resources spent on turnover.

Moreover, structured interviews help in promoting fairness and objectivity. By minimising the potential for bias, these interviews provide a level playing field for all candidates. This can improve your company’s reputation as an equal-opportunity employer, which can, in turn, attract more diverse and highly qualified applicants.

Pro-tip: Transparency is critical. Inform candidates about the structured interview process, which increases their confidence in the fairness of the hiring process and enhances their overall experience.

2. Why Structured Interviews Improve Hiring

2.1 Fairness in the Selection Process

Structured interviews are vital in ensuring fairness in the selection process. Unlike unstructured interviews, where questions can vary widely, structured interviews involve asking each candidate the same set of questions. This uniform approach allows for a more objective comparison of candidates' answers. It ensures that each individual's skills, experiences, and qualifications are assessed on an even playing field.

Another key advantage of structured interviews is that they minimise potential biases. By sticking to pre-determined questions, interviewers are less likely to make decisions based on unconscious biases or subjective impressions. Instead, they focus on the candidate’s responses to specific, job-related questions. This promotes a fairer evaluation process, which can lead to a more diverse and inclusive workforce.

2.2 Better Match for Job Requirements

Structured interviews help in identifying a better match for job requirements. Since the same questions are asked to each candidate, employers can more accurately evaluate how each person’s skills and experience align with the job's specific needs. This consistency in questioning means it’s easier to spot candidates who are genuinely qualified for the role.

With structured interviews, interviewers can also design questions that are directly tied to the key competencies required for the job. For example, if you are hiring for a sales position, you could include questions that assess a candidate’s ability to handle objections, close deals, and manage client relationships. This tailored approach maximises the chances of finding a perfect fit for the job.

Pro-tip: Develop a list of must-have skills and qualifications for each role and align your interview questions to evaluate these criteria specifically.

2.3 Reducing Bias in Hiring

Structured interviews are a powerful tool for reducing bias in hiring. When interviewers ask the same set of questions in the same order, it reduces the influence of subjective factors like first impressions or likeability. Instead, hiring decisions are based on concrete data and specific responses, which supports fairer employee selection.

Furthermore, a clear and consistent interview structure can help mitigate stereotypes and other forms of bias. Imagine you are hiring for a tech role and are concerned about gender bias. By using a structured format, you ensure that all candidates are judged on their actual skills and experiences rather than any unconscious preconceptions. This leads to a fairer and more equitable hiring process.

Pro-tip: Use blind hiring techniques in conjunction with structured interviews. Remove demographic information from applications to further reduce the chance of bias creeping into the selection process.

3. How to Run Structured Interviews Effectively

3.1 Setting Clear Interview Guidelines

Establishing clear interview guidelines is crucial for consistency and fairness. To do this effectively, outline all the steps involved in the interview process, from scheduling to candidate evaluation. Document each stage to ensure no detail is missed. Consider using a checklist to ensure consistency for all interviewers and candidates alike.

Additionally, set up a rating system for evaluating answers, so each interviewer knows precisely how to score responses. This method standardises evaluations, reducing personal biases. Make sure each interviewer understands and agrees on the rating criteria ahead of time to avoid discrepancies.

Pro-tip: Evidenced allows you to create interview plans with guidance for your interviewers so that everyone can access and update as needed. This keeps the process unified and transparent.

3.2 Preparing Interview Questions in Advance

Preparing interview questions in advance ensures that each candidate is assessed on the same criteria. Develop a standard set of questions that directly relate to the job requirements. This makes it easier to compare candidates objectively. Avoid open-ended or vague questions that may lead to subjective assessments.

You can also group questions into categories such as technical skills, problem-solving, and collaboration. This keeps the interview organised and helps you focus on different competencies. Additionally, provide training for interviewers to ensure they understand the purpose of each question.

Always have a few follow-up questions ready. This helps probe deeper into a candidate's responses without deviating from the interview structure.

Pro-tip: Evidenced has 1000s of best-in-class interview questions that you can use to create your interview plans. If you're hiring for a specific skill or role, take a look at our interview guides for some inspiration.

3.3 Training Interviewers

Training your interviewers is essential for maintaining the integrity of the structured interview process. Comprehensive training should cover the importance of consistency, how to ask questions effectively, and how to evaluate answers against predefined criteria. By educating your interviewers, you minimise personal biases and create a more reliable interview process.

Interactive workshops and role-playing scenarios can be useful in training. These methods provide hands-on experience and help interviewers become more comfortable with the structured format. Encourage feedback and continuous improvement to adapt the training to any emerging needs.

Pro-tip: Conduct regular refresher sessions to ensure interviewers remain aligned with the structured interview process. This keeps skills sharp and promotes fairness. Evidenced records your interviews, so you can build up a bank of training interviews for your team to onboard new interviewers quickly and easily.

By setting clear interview guidelines, preparing questions in advance, and training interviewers, you create a structured, fair, and unbiased interview process. It ensures that you select the best candidate based on relevant competencies and job requirements.