Why structured interviews lead to better hires

Unstructured interviews feel natural, but they are one of the weakest predictors of performance.

A structured interview asks every candidate the same core questions, linked to the competencies the role really needs, and scores answers against a shared scale.

Start by defining four to six competencies. For each, write one behavioural question ("Tell me about a time…") and agree in advance what a strong answer looks like.

The result is fairer for candidates, easier to compare, and much more predictive.