The Short Answer

What Is a Structured Interview?

A structured interview is an interview in which every candidate is asked the same set questions, in the same order, and scored on the same criteria. It lets you compare candidates fairly instead of going on gut feel.

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In Plain English

Same Questions, Same Order, for Everyone

Same questions, same order, for everyone. Then you compare answers, not impressions.

A friendly, relaxed interview can feel like a good one. But the person who interviews well is not always the person who does the job well.

A Real-World Example

The Restaurant That Hired the Quiet Candidate

Illustrative example

The owner of a restaurant in New Smyrna Beach, Florida hires the most likeable person in every interview. Turnover stays high.

She writes five questions tied to the job description and scores each answer on the same scale. The quiet candidate she would have skipped scores highest. A year later, he is still there and training the new hires.

From Dr. Paul’s Fabled Forest

Louie Waffles Hires a Baker

Doctor Owl was at the counter of Waffle Woofs Bakery & Café for his blueberry waffle when Louie Waffles gushed about the three bakers he had just interviewed.

“I liked them all,” Louie said, tail wagging. “On the house!” He slid a waffle to each applicant waiting by the window.

Doctor Owl finished his bite and handed Louie a scroll with five questions on it. “Ask all three of them these. Same questions, same order.”

Louie did. The first question was: tell me about a morning you baked before dawn.

One of the three had never baked before dawn in her life. The bakery opened at six. Louie had simply never thought to ask.

Find the rest of the forest’s lessons in Dr. Paul’s Fabled Forest Business School Series. This one is from Book 1.

Dr. Paul’s Insight

Dr. Paul’s view: the interview is a test. If every candidate takes a different test, you cannot grade it.

Put It to Work

One Structured Interview Question, Scored

Sample questionScore right after the answer
Question
“Tell me about a time a customer was upset about their order. What did you do?”
Strong (3)
A specific story. Stayed calm, fixed the issue, and followed up.
Average (2)
Handled it, but the story is vague or there was no follow-up.
Weak (1)
No example, blamed the customer, or passed it to someone else.
  1. Write five questions from the job description. Tie each one to a real part of the job.
  2. Write what a strong, average, and weak answer sounds like. Do this before the first interview.
  3. Ask every candidate the same way. Same words, same order. Follow-up questions are fine if you use them for everyone.
  4. Score right after each answer. Memory fades fast, and the last candidate tends to win.
  5. Compare totals. Use the scores to start the decision, not to replace your judgment.

Watch Out

Pitfalls When Using a Structured Interview

Watch OutGoing off script when you like someone

That is exactly when the structure matters most.

Watch OutQuestions that do not tie to the job

Brain teasers and trick questions tell you little about the work.

Watch OutNot writing scores down right away

By the end of the day, impressions have replaced answers.

Watch OutUsing it as an interrogation

Same questions does not mean cold. Be warm, and keep the format.

Why It Matters

Benefits of a Structured Interview

  • Fairer, easier comparisons
  • Can reduce bad hires
  • Less room for bias
  • Faster hiring decisions

In Your Business Plan

How Structured Interview Shows Up in a Business Plan

When a plan includes new hires, lenders sometimes ask how the business will find the right people in time. A short hiring process answers that.

Sample plan excerpt: Staffing Plan, Hiring Process

“Candidates answer the same five questions tied to the job description and are scored on a three-point scale by two interviewers. Hiring is planned six weeks before each staffing milestone.”

Keep Learning

Related Lessons

Chapter 12How to Hire the Right Employee GlossarySmall Business Management Glossary GuideSmall Business Management: 20 Foundations TermHow to Write a Job Description TermIntrinsic vs. Extrinsic Motivation TermWhat Is Closed-Loop Communication?

FAQ

Questions Owners Ask About Structured Interviews

What questions go in a structured interview?
Questions tied to the real work in the job description. Many owners use behavior questions (tell me about a time you…) and situation questions (what would you do if…). Five to eight questions is a common range for a small business role.
Is a structured interview better than an unstructured one?
Research on hiring has generally found that structured interviews predict job performance better than unstructured, free-flowing conversations. They also make it easier to compare candidates fairly and to explain your decision.
How do you score a structured interview?
Decide before the first interview what a strong, average, and weak answer sounds like for each question. Score each answer right after you hear it, on the same scale, then add up the totals. If two people interview, score separately and then compare.

More From the Series

Keep Building Your Business

Every book in Dr. Paul’s Fabled Forest Business School Series teaches one subject through short stories, real terms, and one-page worksheets.

Sales for Small Businesses book coverBook 5Sales for Small BusinessesGet it on Amazon → Operations for Small Businesses book coverBook 3Operations for Small BusinessesGet it on Amazon → Accounting and Finance for Small Businesses book coverBook 2Accounting and Finance for Small BusinessesGet it on Amazon →

Dr. Paul Borosky, DBA, MBA

Dr. Paul is a business consultant and author with 14+ years of experience and 1,000+ written business plans. He works with owner-run small businesses on plans, financial projections, and the systems that let a business run without the owner doing everything. This page is part of the glossary for Management and Leadership for Small Businesses, Book 1 of Dr. Paul’s Fabled Forest Business School Series.

This page is for general educational purposes only. It is not legal or HR advice. Hiring and anti-discrimination rules vary by state; consult a qualified professional before changing your hiring process.