Why structure your interviews
A structured interview predicts 51% of future performance. An unstructured interview? Only 14%. With a free-form interview, you're as likely to hire the right person as flipping a coin. With a structured interview, you triple your chances.
A structured interview relies on 4 pillars: same questions for all candidates, behavioural questions based on past facts, evaluation grid with predefined criteria, standardised scoring on each criterion.
Predictive validity by interview type (Schmidt & Hunter, 1998)
| Interview type | Predictive validity | Interpretation |
|---|---|---|
| Unstructured interview (conversation) | 14% | Close to chance |
| Semi-structured interview | 31% | Better, but insufficient |
| Structured interview | 51% | Recommended method |
| Structured interview + test | 65% | Optimal combination |
Prepare the interview in 3 steps
- 1
Define evaluation criteria
Before the interview, list the 5 to 7 key skills to evaluate. Distinguish hard skills (technical abilities), soft skills (behavioural qualities) and culture fit. Weight each criterion (total = 100%) and indicate which are mandatory.
- –Maximum 7 criteria to stay focused
- –Distinguish mandatory vs desirable
- –Define what each score (1 to 5) means
- 2
Prepare behavioural questions
For each criterion, prepare 2 to 3 behavioural questions in STAR format. Behavioural questions ask candidates to describe a past real situation, not a hypothetical future one.
- –Format: "Describe a situation where you had to [skill]..."
- –No hypothetical questions ("How would you react?")
- –Prepare STAR follow-ups to go deeper
- 3
Create the interview grid
The grid standardises evaluation: same questions in same order, space for factual notes, score per criterion, space for final recommendation. Essential to objectively compare several candidates.
The STAR method in detail
STAR = Situation, Task, Action, Result. Each candidate answer should cover these 4 elements. If not, follow up.
The 4 STAR elements and how to get them
| Element | What you're looking for | Follow-up if missing |
|---|---|---|
| Situation | Context, stakes | "Can you describe the context?" |
| Task | Their role, responsibilities | "What exactly was your role?" |
| Action | What they specifically did | "What exactly did you do?" |
| Result | Outcome, learning | "What was the measurable result?" |
Hypothetical vs behavioural questions
| Critère | To avoid | To use |
|---|---|---|
| Conflict resolution | "How would you react to a difficult customer?" | "Describe a situation where you managed a difficult customer." |
| Organisation | "Are you organised?" | "Give me an example of a project with multiple simultaneous priorities." |
| Leadership | "Can you manage a team?" | "Tell me about a difficult decision you made as a manager." |
Interview structure (60 minutes)
One-hour interview schedule
| Phase | Duration | Objective |
|---|---|---|
| Welcome and put at ease | 5 min | Relaxed candidate = true potential visible |
| Company / role presentation | 10 min | Clear context, honest about challenges |
| Candidate questions (STAR) | 35 min | Evaluate each criterion with facts |
| Candidate's questions | 8 min | Clarify AND assess interest |
| Conclusion | 2 min | Next steps and committed timeline |
The 70/30 rule
After the interview: evaluation and decision
Within 15 minutes
Complete your notes, assign score (1 to 5) to each criterion, note strengths and concerns, write your recommendation.
Calculate weighted score
Weighted score = sum of (criterion score × criterion weight). Example: Prospecting 4/5 × 20% = 0.8 + Negotiation 5/5 × 20% = 1.0 + Communication 4/5 × 15% = 0.6... Total = overall score.
Multi-evaluator debrief
If several evaluators: each scores independently before meeting, share notes, discuss gaps (> 1 point), collegial decision.
Structured interview checklist
- Evaluation criteria defined (5–7)
Before seeing candidates
- Behavioural questions prepared (2–3 per criterion)
STAR format
- Interview grid ready
Same grid for all
- CV read and annotated
10–15 min prep
- Clear introduction (duration, agenda)
From the welcome
- Factual notes in real time
Quotes, figures, actions
- Score assigned within 15 min
Hot, before next candidate
- If multi-evaluators: no discussion before scoring
Independence of evaluations
Structured interview FAQ
How long does it take to prepare a structured interview?
Does the STAR method work for all profiles?
Must you really ask all candidates the same questions?
How to manage a candidate who won't give concrete examples?
Generate your interview grid in 5 minutes
Aurelia structures your interviews automatically: personalised grids, STAR questions, objective scoring.