2x
More predictive than unstructured
15–20%
Turnover reduction
45 min – 1h30
Recommended duration
5–7 per role
Competencies to assess
Definition
A structured interview is an assessment method where all candidates for a role answer identical questions in identical order and are evaluated against a pre-defined standardised scoring grid. It relies on behavioural questions (STAR method: Situation, Task, Action, Result) directly linked to the role's critical competencies.
STAR Method in Practice
Structured Question Examples by Competency
| Competency | STAR Question | What You're Evaluating |
|---|---|---|
| Sales Negotiation | Tell me about a complex negotiation you led. Context, strategy, result? | Method, persistence, measurable outcome |
| Team Leadership | Describe when you motivated a struggling team member. Your approach? | Empathy, adaptability, impact on performance |
| Pressure Management | Tell me about a period with multiple urgent priorities. How you organised? | Prioritisation, method, stress handling |
| Problem-Solving | Give an example of a complex problem you solved innovatively. | Creativity, structure, analytical ability |
Three Phases of the Structured Interview
- 1
Preparation: Build Your Evaluation Grid
Identify 5–7 critical competencies with the manager. Write 2–3 STAR questions per competency. Create 5-level scoring grid with clear criteria.
- 2
Conduct: Follow Your Guide Rigorously
Ask questions in order for all candidates. Take factual notes (actions, results), not impressions. Reserve 10–15 minutes for candidate questions.
- 3
Evaluate: Score Immediately After
Complete grid within 30 minutes, before memory distorts. Multiple evaluators score independently before comparing. Document justifications.
Key Benefit for SMEs
Structured interviews make it easy to train non-HR managers in effective recruiting. They have a clear framework instead of improvising, reducing errors and improving decisions. A manager with 5 well-prepared questions outperforms an improvising HR person.
How long should a structured interview be?
Typically 45 minutes to 1.5 hours depending on seniority and competencies assessed. Allow 5–7 minutes per behavioural question for the candidate to develop their answer and for you to explore using STAR.
Can I personalise the interview by candidate?
Structured interviews require identical questions for all, but you can adjust follow-up questions based on specific answers. The goal is maintaining fairness whilst exploring deeply into each candidate's examples.
How do I train managers in structured interviews?
Run a 2-hour practical session with role-plays. Present the grid, explain STAR method, practise factual note-taking. Provide written guide they can reference before interviews. Regular practice quickly improves quality.
Does structured interview suit all role types?
Yes, all levels and types, from operational to executive. Only the assessed competencies and question complexity change. For technical roles, combine with practical tests to validate hard skills.
Standardise Your Interviews with Aurelia
Create question templates by role, use standardised evaluation grids during interviews and compile all evaluator scores for objective decisions.