{"id":4213,"date":"2020-04-16T13:41:51","date_gmt":"2020-04-16T13:41:51","guid":{"rendered":"https:\/\/2026.karrierecoaching.ch\/?p=4213"},"modified":"2026-04-20T06:49:21","modified_gmt":"2026-04-20T06:49:21","slug":"glossary-structured-interview","status":"publish","type":"post","link":"https:\/\/2026.karrierecoaching.ch\/en\/glossary-structured-interview\/","title":{"rendered":"Structured interview"},"content":{"rendered":"

Not all interviews<\/a> are the same \u2013 and this has consequences for the quality of hiring decisions.<\/p>\n

Job interviews can be distinguished by their level of structure. In unstructured interviews, interviewers ask different questions \u2013 often spontaneously and without a clear system. This makes it difficult to compare candidates and opens the door to biases such as likeability effects. Fully structured interviews follow a fixed set of questions with no room for small talk \u2013 offering high comparability but often feeling impersonal to candidates. The most common format is the semi-structured interview: it combines standardised questions with space for a natural conversation \u2013 balancing objectivity and interpersonal interaction.<\/p>\n

Fully structured interviews are demanding \u2013 for both sides. They are based on critical success situations from the job, for which targeted questions and evaluation scales
\nare developed. Unlike behavioural interviews<\/a>, the focus is not on past behaviour, but on potential responses to hypothetical scenarios \u2013 also known as situational interviews<\/a>.<\/p>\n

When conducted professionally, such interviews provide strong predictive validity. In practice, however, they are relatively rare \u2013 which says more about recruitment culture than about the method itself.<\/p>\n

Articles on structured interviews (all articles<\/a>)<\/h2>\n

A job interview is like a joke<\/a>
\nHow not to communicate your transferable skills<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

Not all interviews are the same \u2013 and this has consequences for the quality of hiring decisions. Job interviews can be distinguished by their level of structure. In unstructured interviews, interviewers ask different questions \u2013 often spontaneously and without a clear system. This makes it difficult to compare candidates and opens the door to biases […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[31],"tags":[],"class_list":["post-4213","post","type-post","status-publish","format-standard","hentry","category-glossar-2"],"yoast_head":"\nStructured interview - Karrierecoaching - Peter N\u00e4f<\/title>\n<meta name=\"description\" content=\"Structured interviews enable fair comparisons in hiring. 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