Today’s topic

Why structuring interviews will save you time and increase inclusivity

Interviews are the most universally used recruitment method. Virtually or face-to-face, interviews allow the interviewer and candidate to meet and learn if they are a good fit for each other. They also measure the readiness of an individual - a crucial aspect in predicting how well the person will do in a given role. Yet, despite being crucially important, interviews are often not used to their full potential.

What is the difference between structured and unstructured interviews?

Around 85% of hiring managers rely on their gut feeling to make decisions about candidates. This is a problem at every stage of the interview process, particularly during CV screening where women and People of Colour face anything from a 30 - 50% lower call-back rate.

Before we dive deeper, here are some basic definitions:

Unstructured interviews: the main focus is on allowing the conversation to flow. Some questions might be drawn up by recruiters ahead of the interview, but they are asked based on of the conversation with no concrete form.

Structured interviews: interviewers have planned and written a set of standardised questions, the types of answers they’re looking for, and how to rate the responses given by the candidates based on predetermined criteria. All candidates receive the same set of questions, with less of an opportunity for the conversation to be spontaneous compared to unstructured interviews.

Which interview format is better? Does it matter?

Even though unstructured interviews are more commonly used across industries, there is a consensus that a standardised process provides higher quality information about the candidate - and therefore are more likely to help recruiters to make better decisions.

Better predictability

Structured interview questions are more effective at capturing how well the candidate will perform in the role


We tend to overestimate how good we are at instinctively assessing people. Harvard Business Review found that regarding hiring decisions, data-based hiring methods always outperformed human instincts by at least 25% - even in cases when humans had more information about the candidate.

Ease and fairness in assessing candidates

Organizational psychology researchers at Lund University, Wolgast, Björklund & Bäckström claim that differences in the kinds of questions posed to candidates can result in different types of information to be gathered. Some candidates could be asked questions that allow them to demonstrate skills that are relevant to the role, while others may get questions that might highlight their shortcomings.

As each candidate is questioned differently, the interviewer cannot have an accurate bird’s eye view of interviewees. There are no baseline criteria from which to judge their responses, as no baseline has been set.

And since all candidates are asked the same set of questions, interviewee responses can be measured against a baseline, checked against the pre-decided criteria, and compared to each other. The problems of comparability and unfairness do not arise.

Structured interviews reduce bias

Irrelevant traits such as gender, ethnicity, weight, height, perceived attractiveness can - and do - make an impression on the interviewer. Wolgast, Björklund & Bäckström found that people of a different ethnicity from the interviewer tend to be asked less job-relevant questions than those of the same ethnicity.

In unstructured interviews, people of different ethnicities are more likely to be asked questions about their culture or hobbies. That gives them fewer opportunities to illustrate their potential for the job if they don't have the opportunity to answer situational questions. There is also evidence that unstructured interviews result in lower interview scores for applicants that are obese, pregnant, or have disabilities.

Standardising the process allows for objective questions, and allows for less unconscious bias to derail the hiring decisions.

Improved candidate experience

When Google researched the use of structured interviews internally, they found that teams using a standardised format with candidates saw an increase in candidate satisfaction in feedback scores. In fact, rejected candidates were 35% happier if they had experienced the same set of predetermined questions versus those who had not.

And this has links to the growing importance of candidate experience - IBM have found that, when candidates are satisfied with their experience of the recruitment process, they were 38% more likely to accept a job offer and 80% of people were likely to apply for another position in the company.

Being transparent with candidates about the use of standardized interview questions can reassure them that they are being given the same opportunities as others. It gives you the option of providing the candidate with examples of the type of questions you will be asking them ahead of the interview, allowing them to prepare and feel more confident. This in turn can decrease nervousness, allowing them to demonstrate their work skills - rather than their performance skills.

Planning interviews well saves you time

Since unstructured interviews are similar to spontaneous conversations, they are unlikely to be the most efficient use of time: interviewers may need to double back if they realize they haven’t received enough information from the candidate - adding extra time and stress to each interview.

Knowing the answers you want might sound controlling. What it means is that, if a candidate gets stuck or doesn’t understand a question (say, if they are being interviewed in a non-native language, or they have a disability), the interviewer can reframe the question.

A structured process also provides a sound basis for providing feedback to unsuccessful candidates, as recruiters can point to what the successful candidate demonstrated, and how that was a better fit for the job.

Google’s internal research found that interviewers were saving an average of 40 minutes per interview, and reported feeling more prepared when interviewing the candidate.

Now you know why you should be using structured interviews in your hiring process - but how do you go about creating them?

Create your own structured interviews, your way

Structured interviews can be one of the superpower methods in your recruitment toolbox. To help you to create your own structured interviews, we've created a free template to help you create new processes, and guide you on how to write questions that uncover soft skills. 

Our 11 page guide to planning your interviews, how to write questions and plan for candidate feedback gives you everything you need! Just click below for your super-simple Google template, ready to help you get structured and find the best, most diverse and top talent.

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Free template  Your Guide to Structured Interviews  Want to learn how to structure your interview process, how to write  laser pointed questions, and how to structure candidate feedback at every  step? Sure you do! Get your copy here!