What it is
Unlike an unstructured chat, a structured interview defines the competencies a job needs, then builds questions and a scoring guide around them. Interviewers rate answers against behavioral anchors and combine scores. In Korea it is the standard format in blind hiring and NCS-based public-sector recruitment.
Formats and preparation
Behavioral questions ask about past actions; situational questions pose hypothetical job scenarios. Schmidt and Hunter's 1998 meta-analysis found structured interviews predict job performance better than unstructured ones. Prepare two or three examples per competency and frame them with the STAR method.
FAQ
- Are there follow-up questions?
- Yes, often predefined, to check how specific your answer is.
- Is an AI interview structured?
- It has strong structured elements, but scoring differs by employer.
Sources reviewed: 2026-10-26
References
- Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology. Psychological Bulletin, 124(2), 262–274.
- NCS 국가직무능력표준 블라인드 채용 안내. https://www.ncs.go.kr
- Campion, M. A., Palmer, D. K., & Campion, J. E. (1997). A review of structure in the selection interview. Personnel Psychology, 50(3), 655–702.