# 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
[Structured Interviews](https://www.opm.gov/policy-data-oversight/assessment-and-selection/other-assessment-methods/structured-interviews/) 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
  [HR specialist](https://personawiki.app/en/personas/hr-manager) · [Recruiter](https://personawiki.app/en/personas/recruiter)

## 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
[Korean source](https://personawiki.app/knowledge/structured-interviews)

## API
[JSON document](https://personawiki.app/api/v1/knowledge/structured-interviews?lang=en)