Introduction
Structured interviews are a widely recognized best practice in recruitment, helping organizations assess candidates more fairly and accurately. By standardizing both the questions and evaluation process, they reduce bias and improve the predictive validity of hiring decisions.

Consistency in Questions
In a structured interview, all candidates receive the same set of predetermined, job-related questions. This consistency allows interviewers to make direct comparisons between candidates and ensures no one is advantaged or disadvantaged by question variation.

Objective Scoring
Answers are scored using a standardized rubric, often tied to key competencies or job requirements. This scoring method helps minimize subjectivity and provides measurable data for hiring decisions.

Improved Hiring Outcomes
Research shows structured interviews have significantly higher predictive validity than unstructured interviews. This means they are more effective at identifying candidates who will succeed in the role, ultimately improving retention and performance.

Adoption Across Industries
From Fortune 500 companies to government agencies, structured interviews are used worldwide to ensure fairer, more efficient, and data-backed hiring practices.