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.