Structured Interview
A structured interview is a standardized hiring conversation where you ask every candidate the same questions in the same order, using a prepared scoring rubric. Unlike informal chats, this method documents how each person answers, making comparisons fair and defensible—especially important if a rejected candidate challenges your decision.
You conduct a structured interview when you prepare a set script of questions before speaking to applicants, then evaluate their answers against predefined criteria. Every candidate gets the same experience: same wording, same topics, same rating scale. This differs sharply from unscripted 'chemistry' interviews where you improvise.
In Switzerland, where employment law emphasizes equal treatment (Gleichbehandlung) and transparency, structured interviews protect both you and the applicant. They create an audit trail—written notes showing why you hired or rejected someone—which matters if a dispute arises.
When structured interviews come up
You'll use this approach when hiring for roles where consistency matters: apprenticeships, management positions, or any role attracting multiple strong candidates. Smaller teams often skip formal structure, but the moment you have 3+ candidates of similar strength, structure becomes your safeguard.
Regulated sectors (banking, healthcare) and companies with canton-mandated works councils (Betriebsrat) often adopt structured interviews as standard practice. Even in informal settings, a 10-minute pre-interview checklist beats purely ad-hoc decisions.
- Use for roles with multiple qualified applicants
- Required by some cantons' labor inspection guidelines
- Essential if you've rejected candidates before
- Helpful when hiring across different Pensum levels (part-time to full-time)
- Document scores to defend decisions later
- Scales with company size—critical at 10+ employees
Your obligation as an employer
Swiss law does not mandate structured interviews, but the ArG (Arbeitsgesetz) and cantonal employment law require equal treatment. If you cannot explain *why* you chose Candidate A over Candidate B using objective criteria, you're vulnerable to claims of discrimination based on age, gender, origin, or religion.
Your obligation is to be consistent and fair—or, if challenged, to prove you were. Written interview notes with scored responses create that proof. If a candidate requests feedback or files a complaint with the cantonal labor office (RAV/ORP in French-speaking cantons), you'll need documentation.
- Keep written records of questions, answers, and scores
- Apply the same criteria to every candidate
- Avoid subjective remarks like 'seemed unmotivated'
- If sued, you must show objective reasons for your choice
- No legal requirement to use forms, but handwritten notes must be clear
- Some cantons recommend (not enforce) written frameworks for fairness
Most common mistake
Employers prepare a structured format, then abandon it halfway through. You ask the scripted questions to the first two candidates, then chat casually with the third because 'they seemed like a good fit.' Now you cannot compare fairly, and your documentation is incomplete.
A second mistake: writing vague scores. 'Good communication' means nothing. Instead, anchor scores to concrete examples: 'Explained a conflict with a colleague; used specific facts.' This detail protects you if anyone later questions your choice.
- Stick to your script with every candidate—no exceptions
- Score immediately after each interview; don't guess later
- Link every rating to observable behavior, not personality
- Don't skip structured interviews for 'internal hires' or referrals
- Never mix structured and unstructured interviews for the same role
- Review your scoring rubric *before* the first interview, not after
Frequently asked questions
- Do I legally need to use structured interviews in Switzerland?
- No. However, Swiss employment law (ArG, cantonal labor codes) requires equal treatment. If you reject someone and cannot point to objective, documented reasons, you're at risk. Structured interviews make defense easier, but they're not mandated.
- How long should a structured interview take?
- Typically 30–45 minutes for SME roles. The format is less about duration and more about consistency. A 20-minute scripted conversation beats a rambling 90-minute chat if your criteria are clear.
- Can I combine structured questions with informal follow-up?
- Yes, but document both. Ask your prepared questions first, score them, then chat informally if you wish. Keep notes on the informal part too—just be transparent that it was unscripted. The key is documenting what influenced your decision.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.