Qu'est-ce que Structured Interview ?
Definition
A structured interview is a selection method in which all candidates for a role are asked exactly the same predetermined questions in the same order, with each answer scored against pre-defined behavioural anchors. Unlike the conventional conversational interview, every element is standardised to maximise consistency and reduce the influence of interviewer bias.
In practice
Structured interviews come in two main forms: situational interviews ("What would you do if...") and behavioural interviews ("Tell me about a time when..."). Both use job-relevant questions derived from a competency framework or job analysis. Scoring typically uses a 5-point behaviourally anchored rating scale (BARS) with example responses at each level. Research consistently shows structured interviews are twice as predictive of job performance as unstructured ones (validity r ≈ 0.51 vs. 0.20). They also reduce adverse impact against minority groups, provide legally defensible documentation, and enable meaningful comparison between candidates. The investment in question design and interviewer training pays back through significantly better hiring decisions.
Key takeaway
Structured interviews are the most accessible, cost-effective upgrade to recruitment quality available — requiring only consistent question design and scoring discipline, not expensive tools.
Définitions connexes
Behavioural Interview
Interview technique based on the premise that past behaviour is the best predictor of future behaviour, using questions that elicit specific examples of past experiences.
STAR Method
Structured framework for answering behavioural interview questions: Situation, Task, Action, Result — describing a specific past experience concisely and effectively.
Unstructured Interview
Conversational interview without predetermined questions or standardised scoring, where the discussion develops freely based on the candidate's responses.
Assessment Centre
Standardised evaluation method combining multiple exercises (role plays, case studies, group exercises, psychometric tests) to assess candidates' competencies.