Definition
The structured interview is the selection method with the highest predictive validity for job performance according to decades of research in industrial-organizational psychology. Unlike unstructured interviews (where each interviewer asks whatever they find relevant), in a structured interview the questions are pre-designed to evaluate specific job competencies, the order is consistent across candidates, and there is an evaluation rubric that defines what makes a response good, average, or insufficient.
How it's used
Designing a structured interview begins with job analysis: what competencies are critical for success in this role? Each competency generates 2-4 behavioral questions (based on past experiences, STAR method) or situational questions (What would you do if...?).
During the interview, the panel evaluates each response on a defined numeric scale (typically 1-5) with behavioral anchors: what type of response justifies a 5, a 3, a 1. Interviewers do not share evaluations with each other until each has scored independently, to prevent one evaluator from influencing the others.
The final score calculation can weight competencies according to their importance for the role. Candidates are compared on the same dataset, not on general impressions.
When to apply
Any selection process where the cost of a hiring error is significant. The structured interview is especially valuable when interviewing multiple candidates for the same position, when several interviewers participate (panel), and when the organization wants to document the process for auditability or legal compliance.
Historical origin
Research on interview validity began in the 1920s. In the 1980s, Frank Schmidt and Jack Hunter published the meta-analysis that established that structured interviews consistently outperform unstructured ones in performance prediction. Michael Campion's work in the 1990s systematized the components of structured design that maximize validity.
How CauceOS supports it
CauceOS allows the interviewer to load their question guide before the session and take structured notes by competency during the interview. The system generates a post-session scorecard with panel evaluations and a summary of the candidate's most relevant responses by competency.
Related terms
- STAR — behavioral question method used within structured interviews
- Bias reduction — structure is the main mechanism of bias reduction
- Performance review — the same principle of predefined criteria applies to periodic evaluations
References
- Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods. Psychological Bulletin.
- Campion, M. A., Palmer, D. K., & Campion, J. E. (1997). A review of structure in the selection interview. Personnel Psychology.
- Huffcutt, A. I., & Arthur, W. Jr. (1994). Hunter and Hunter (1984) revisited. Journal of Applied Psychology.