Structured interviews

In short: Structured interviews replace gut feeling with defined criteria, the same behavior-based questions for everyone, and a scoring rubric filled in independently before the debrief. That makes selection comparable, fairer, and more accurate — and it strengthens candidate experience and legal defensibility at the same time.

The problem with gut feeling

Unstructured conversations often measure likeability instead of fit. That disadvantages good people and leads to expensive wrong decisions.

The building blocks

1. Defined criteria: which competencies does the role really need?
2. The same questions for everyone: comparable, not random.
3. Behavior-based questions: "Tell me about a situation where…" — the past says more than hypotheticals.
4. A scoring rubric: one scale per criterion, filled in independently.
5. A structured debrief: your own scores first, then the discussion.

The side effect: better Candidate Experience

Clearly structured processes feel professional and respectful — and that, too, strengthens your employer brand.

Fairness is also an obligation

Fair, traceable selection isn't just better — it's increasingly relevant in legal terms (think bias/anti-discrimination, the EU AI Act when tools are involved).

We deliver comparable, pre-qualified profiles as the basis for fair decisions. Book a free demo