Structured hiring interviews

A selection method comparing candidate responses through common job-related questions and assessment criteria.

Method · Organization and HR

Core concepts

• Job-related questions: connect questions with competencies needed for actual work
• Common criteria: identify behavioral evidence in answers
• Independent assessment: compare differences after individual interviewer ratings

Application

Apply structured interviews to reduce variation in questions and impression-based judgments and compare evidence across candidates.

Limitations and jurisdiction

Structure alone does not eliminate bias. Job analysis, assessor preparation and local hiring rules require review.

Editorial perspectives

• Comparability: maintain common questions and criteria.
• Deeper verification: ask for specific behavior within the assessment criteria.

Sources

U.S. Office of Personnel Management · Official selection-method guidance

Context: US personnel management; Korean hiring rules require separate review

Source checked: 2026-10-07

Independent editorial summary and source link; the original text is not republished.

Related personas

Translation status

Editorial English translation of the Korean edition. No professional translation or occupational expert review has been completed. Translation does not change the source jurisdiction.

Translation prepared: 2026-10-09 · Source fingerprint: kb-c8fd1702d0e26c36

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