Structured Interview
A structured interview uses predetermined job-related questions and shared evaluation standards so interviewers collect comparable evidence from candidates.
A structured interview uses predetermined job-related questions and shared evaluation standards. OPM describes assessing competencies through questions about past behavior or hypothetical situations, with a common question sequence and rating approach. OPM structured-interview guidance.
Structure lives in the method
Putting scores into a form is only part of the record. The team also needs a reason each question belongs, an opportunity to demonstrate the relevant behavior, and anchors that describe observable evidence. A vague “strong communicator” rating can remain ambiguous even when every interviewer selects a number.
Illustrative fictional fixture: an operations-coordinator task requires retaining unresolved queue records. The shared question asks what to do when two records have the same ID but different text. Proposed anchors distinguish deleting on ID alone, preserving both and seeking clarification, and also recording the conflict and checking source history. These anchors are invented teaching options requiring role-owner review.
An Unobserved outcome records that the interview did not elicit the relevant evidence. It avoids filling a gap with a guess about the person. Human interviewers apply the approved rubric through the organization's hiring process; rubric preparation does not establish a legal or predictive guarantee.
Prepare and inspect the rubric
The interview-scorecard guide starts from approved job tasks and calibrates draft anchors using invented answers. Workable is one product to evaluate for storing the resulting kit.
For local preparation, job-scorecard-builder drafts questions from the supplied tasks. The interview scorecard reviewer inspects unsupported criteria, and check-scorecard checks structure and weight totals. Those checks concern the rubric; actual applicant assessment remains with the approved human process.
Filed under
structured-interview · knowledge-work
Related
- Build an Interview Scorecard with AI from Job EvidenceBuild an interview scorecard with AI using approved job tasks, observable competencies, shared questions, rating anchors, and human rubric review.
- Check ScorecardValidate a draft job-interview scorecard JSON with Python: unique criteria, exactly three nonblank behavioral anchor slots, task-source and question references, and positive human-supplied decimal weights totaling exactly one. Never read or calculate candidate scores.
- Interview Scorecard ReviewerReview a draft interview scorecard against supplied job tasks: flag criteria lacking job evidence, vague behavioral anchors, inconsistent question coverage, and unsupported weights before interviews. Review the rubric only; never score, rank, infer traits about, or select candidates.
- Job Scorecard BuilderDraft a pre-interview job scorecard from supplied role tasks and human-selected priorities: map each criterion to task evidence, write observable three-level anchors and interview prompts, and preserve unresolved weighting choices. Use before interviewing; do not assess or rank candidates.
- WorkableWorkable combines recruiting and HR software with AI drafting tools, configurable interview kits, shared rating scales, and candidate feedback records.