Creating a great job posting is only half the battle. Once you’ve attracted strong candidates, what happens next can make—or break—the hiring process. As Debbie Mastel shared in a recent podcast episode with Angela Nguyen, structured interviews aren’t just a best practice—they’re a compliance essential.
“The number one mistake is they’re not prepared. It’s plain and simple. They don’t have a structured process for their interview. That’s where people go rogue.” – Debbie Mastel, Podcast with Angela Nguyen
Let’s look at why structured interviews outperform unstructured ones, what can go wrong when you wing it, and how to build a structured interview process that works.
The Problem with Unstructured Interviews
Unstructured interviews might feel more relaxed and conversational—but they come with serious risks:
- Inconsistency: Without a clear framework, each candidate has a completely different experience, making it difficult to compare them fairly.
- Bias: Casual conversations often lead to unconscious bias, where candidates are evaluated based on rapport or personal interests rather than qualifications.
- Legal Risk: Innocent-sounding questions can easily cross the line. As Debbie shared, a well-meaning hiring manager once asked, “Where are you from?”—a question that made the candidate uncomfortable and opened the door to a discrimination claim.
Without structure, even good intentions can go sideways.
Why Structured Interviews Make a Difference
A structured interview uses a consistent set of questions, evaluation criteria, and interview flow for every candidate. This approach benefits your organization in several key ways:
✅ Reduces Bias
Structured interviews ensure that each candidate is asked the same questions in the same order. This creates a level playing field and reduces opportunities for bias to creep in.
✅ Improves Hiring Accuracy
With a consistent framework, hiring teams can more accurately compare responses and make data-driven decisions—not just gut calls.
✅ Ensures Compliance
Sticking to a pre-approved script helps avoid illegal or inappropriate questions that could lead to complaints or legal exposure.
✅ Enhances Candidate Experience
Candidates feel more respected and prepared when interviews are professional and purposeful. It also reflects well on your organization.
How to Implement a Structured Interview Process
1. Create an Interview Guide
Include:
- Standardized interview questions tied to job competencies
- A scoring system or rubric
- Defined roles for interviewers (e.g., who asks what)
2. Train Hiring Managers
Ensure everyone understands:
- The purpose of structured interviews
- How to stay compliant
- How to stick to the guide while still building rapport
3. Avoid Risky Questions
Never ask questions about:
- Age, race, nationality, marital status, religion, or health
Even when intentions are harmless, these can easily backfire—as Debbie’s client learned the hard way.
4. Debrief as a Team
After each interview round, hold a structured debrief using your scorecards. Focus on the data, not personal impressions.
Key Takeaways
- Structured interviews bring fairness, consistency, and protection to the hiring process.
- Unstructured interviews open the door to bias, inefficiency, and legal risks.
- Use interview guides, clear roles, and training to keep your team aligned.
Need help creating structured interview guides or training your hiring managers? Connect with Debbie Mastel & Associates for practical tools that make better hiring decisions a reality.