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Structured Interview

An interview process that uses consistent criteria, questions, and feedback to evaluate candidates more fairly.

technicalPublished 2026/06/08Last verified 2026/06/08

References

  1. OPM structured interviews guidance

    U.S. Office of Personnel Management

    Official selection guidance for structured interviews, planned questions, rating scales, and consistency.

FAQs

Why use structured interviews?
Structured interviews can improve consistency and reduce ad hoc evaluation, but they still require relevant criteria and trained reviewers.
What should structured interview software support?
It should support consistent questions, scorecards, interviewer guidance, evidence-based notes, feedback completion tracking, audit history, and review before final decisions.

Related Terms

  • Candidate Assessment

    An evaluation method used to review candidate skills, knowledge, traits, or job-relevant capabilities.

  • Scorecard

    A structured form or rubric used to evaluate candidates, performance, goals, or competencies consistently.

  • Quality of Hire

    A recruiting outcome metric for how well a hire performs, stays, and fits the role after joining.

Related Items

  • Greenhouse

    Greenhouse is an applicant tracking and hiring platform for structured recruiting, interview workflows, hiring team collaboration, and candidate pipeline management.

  • HireVue

    HireVue offers hiring software for skill validation, video interviewing, assessments, and structured candidate evaluation.

  • Lever

    Lever is an AI-powered hiring platform combining ATS, recruiting CRM, automation, analytics, and collaborative hiring workflows.

  • Ashby

    Ashby is an all-in-one recruiting platform covering ATS, scheduling, CRM, sourcing, analytics, and AI-assisted hiring workflows.

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What it means

A structured interview is an interview process that uses consistent job-related questions, evaluation criteria, scorecards, and reviewer guidance for candidates applying to the same role. In recruiting software, it may appear through interview kits, scorecards, calibration tools, interviewer notes, feedback reminders, and ATS reporting.

Why buyers should care

Structured interviews can improve consistency and make hiring decisions easier to explain, but only if hiring teams actually use the structure. Software should support role-relevant questions, evidence-based feedback, interviewer accountability, and clear separation between observations and conclusions. It should not turn incomplete notes into unsupported scoring.

Evaluation checks

Buyers should review interview kit configuration, required scorecard fields, rating scales, interviewer training prompts, feedback completion tracking, audit history, and ATS integration. Check whether the tool supports accommodations, panel coordination, candidate communication, and human review of AI-generated summaries. Hiring leaders should be able to see missing feedback, inconsistent ratings, and criteria drift before final decisions are made.

This glossary entry is buyer-oriented guidance, not legal, compliance, or financial advice.