Structural Interview Questions: The Ultimate Guide for Hiring Managers

Interviewing candidates is one of the most critical parts of the hiring process. The interview stage allows hiring managers to probe deeper into a candidate’s skills, experiences, and personality to determine if they are the right fit for an open position. While unstructured interviews may seem easier and more natural, they come with a greater risk of bias. Structured interviews offer a more objective approach that increases your chances of selecting the best person for the job.

In this comprehensive guide, we will dive into everything you need to know about structuring your interviews through standardized questions. Read on to learn why structured interviews are effective, how to develop high-quality structured questions, examples you can use in your hiring process, and tips for rating responses. With the right strategy, your structured interview process will set your organization up for smarter hiring decisions.

What Are Structured Interviews?

Structured interviews consist of a predetermined set of questions that every candidate is asked in the exact same order. The questions are designed to assess specific traits, skills, and experiences that are directly relevant to the open position. With each candidate answering the same carefully-considered questions, structured interviews allow for easy comparison between applicants.

In contrast with unstructured interviews that have no set format and consist of improvised questions structured interviews offer numerous benefits

• Reduced bias When each candidate responds to the same standardized questions there is less opportunity for biases to influence the interview.

• Increased objectivity: Structured interviews allow you to compare “apples to apples” when evaluating candidates on job-related criteria.

• Improved reliability: Candidates are given an equal opportunity to provide information relevant to the role, rather than being subject to an interviewer’s random questions.

• Legal defensibility: Structured interviews that focus on job-specific skills are more legally sound than unstructured conversations.

• Easier collaboration: For group interviews, a structured format ensures all interviewers are on the same page.

How To Develop Structured Interview Questions

Crafting thoughtful structured interview questions is key to an effective hiring process. Follow these steps:

1. Review the Job Description

Carefully go over the job description, highlighting the main responsibilities and required qualifications. This will provide a clear picture of the candidate attributes you need to assess.

2. Categorize Areas of Focus

Group the desired attributes into categories. For a sales role, categories may include communication skills, persuasion, and customer service. You can also group by hard and soft skills.

3. Write Focused Questions

Draft questions that directly relate to the skills and experiences needed for the role. Limit to 5-7 categories with 2-3 questions per category.

4. Use a Consistent Format

Structure questions using the same format (i.e. behavioral or situational) when possible for consistency. The STAR method (Situation – Task – Action – Result) is a great framework.

5. Order Thoughtfully

Arrange the questions in a intentional sequence that flows naturally. Save sensitive questions like salary desires for later.

Structured Interview Question Examples

Here are examples of structured interview questions to evaluate various competencies:

Communication Skills

• Tell me about a time when you had to present complex information. How did you communicate the information in a simple way?

• Describe a situation where you had to persuade someone to see your point of view. What strategies did you use?

• Give a specific example of a time when you effectively delegated a task to a team member.

Analytical Ability

• Walk me through your process for solving a complex problem. What analytical frameworks do you use?

• Tell me about a time when you caught an error or issue that others had missed. How did you identify the problem?

• Describe a situation where you had to analyze a large amount of data. What steps did you take to make sense of the information?

Leadership Skills

• Tell me about a project when you took the lead and managed cross-functional teams. How did you ensure collaboration?

• Give me an example of a time when you motivated your team during a challenging situation. How did you keep spirits high?

• Share a specific conflict you navigated between team members. How did you resolve the issue?

Culture Fit

• What interests you about our company mission? How would you contribute to that mission if hired?

• Think about a previous job you held. How was the work culture different than what you expect from our organization?

• Tell me about a time when your values conflicted with how things were done at an organization. How did you handle that?

Rating Structured Interview Responses

To reduce potential bias in scoring, use a standardized rating scale for every applicant. Here are some options:

• Numeric rating: For example, use a 5 or 10-point scale where 1 = does not meet expectations and 5 or 10 = exceeds expectations.

• Descriptive scale: Rate answers as “weak”, “average”, “good”, or “excellent” based on predetermined criteria.

• Yes/no scale: Does the candidate’s answer demonstrate the required skill or trait – yes or no?

• Red flagging: Note any red flags or concerns that emerge from a candidate’s response.

No matter what scale you choose, the key is consistency across all candidates. Taking detailed notes also allows you to go back and compare responses.

Structured Interview Tips

Follow these tips to get the most out of structured interviews:

• Provide the same instructions up front to each candidate. Explain the format and expectations.

• Ask every question exactly as written to reduce variation. Follow-up questions should also be pre-planned.

• Set a time limit for answers so interviews stay on track. Give a warning before time is up.

• Maintain a neutral demeanor and tone, avoiding any unconscious feedback on answers.

• Take detailed notes to allow for accurate comparison between candidates.

• Leave time at the end for the candidate to ask questions to assess interest.

Key Takeaways

Structured interviews are a strategic way to improve your hiring outcomes. By developing and asking planned, standardized questions, you can gather the information needed to make well-informed decisions about candidates. Removing personal bias from interviews leads to more objective candidate analysis. Overall, structured interview questions allow you to zero in on the applicants that best match your job requirements and company needs.