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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.