Structured Interview
A structured interview is a standardised conversation where every candidate answers the same prepared questions, assessed against predefined criteria. Swiss employers use them to reduce unconscious bias, compare candidates fairly, and document decisions—especially valuable when hiring across multiple Pensum levels or departments.
In Switzerland, structured interviews are increasingly used to meet workplace fairness expectations and simplify hiring at smaller firms without dedicated HR teams. You ask each applicant the same core questions in the same order, then score their responses using a consistent rubric.
This approach works whether you're recruiting a part-time Assistentin (50% Pensum) in Zurich or a full-time manager in a canton with strong labour traditions. The method is not legally mandatory, but it protects your hiring process from discrimination claims and makes your decision-making transparent.
When you use a structured interview
You reach for this tool when you want consistency—especially after your first or second candidate, when you notice you've asked different questions or weighted answers differently. It's essential if multiple hiring managers are involved, or if you're filling more than one similar role.
Structured interviews are also common practice when candidates later dispute the decision, because your documented scoring shows clear reasons. They're also useful for roles requiring technical or situational assessment across different experience levels.
- Hiring for multiple similar roles in the same period
- Multiple interviewers involved in the decision
- Role involves safety, compliance, or high responsibility
- Candidate demographics are diverse (mixed age, gender, background)
- You want to compare technical skills objectively
- Your hiring decision has previously been questioned
Your obligations as an employer
Swiss employment law (ArG) doesn't prescribe structured interviews, but discrimination law (indirect effect of revDSG and cantonal equality laws) expects fair hiring. A structured approach demonstrates you followed an objective process, not arbitrary judgment.
You must apply the same questions and scoring criteria to all candidates in the same role. Keep your interview notes and scoring sheet—not to spy on candidates, but to show your reasoning if challenged. Document what you heard, not your subjective impression.
- Ask every candidate the same core questions
- Use a written scoring rubric before the interview
- Record answers and scores contemporaneously
- Don't ask personal questions unrelated to job requirements
- Ensure all interviewers understand the scoring system
- Keep documentation for at least one year after hire
The most common mistake
Employers create a scoring rubric on paper but then ignore it in the room. You ask extra follow-ups to one candidate, let another ramble, or mentally decide the winner before the interview ends. The form becomes theatre, not tool.
Another frequent error: scoring from memory after the interview, weeks later. By then, you've blended candidates together. Score immediately after each interview while answers are fresh, using your prepared rubric—not your gut feeling.
- Deciding the winner before all candidates are interviewed
- Asking different probing questions to different candidates
- Filling in the score sheet days or weeks after the interview
- Using vague criteria ('seems smart', 'good fit') instead of behaviours
- Letting one interviewer's opinion overrule the structured process
- Not training all interviewers on the rubric beforehand
Frequently asked questions
- Do I have to use structured interviews in Switzerland?
- No. Swiss law doesn't require them. But they significantly reduce bias in your hiring decisions and protect you if a candidate later claims discrimination. They're strongly recommended best practice, especially for SMEs without HR departments.
- What if candidates object to the same questions?
- They won't, and you shouldn't worry about it. Candidates expect consistency. Transparency about your process actually builds confidence. You can briefly explain: 'We ask everyone the same questions so we can compare fairly.'
- Can I adjust the rubric after I've interviewed someone?
- No. Create and freeze your rubric before the first interview. Changing it mid-process defeats the purpose and can look like you're gaming the outcome. A lawyer would advise keeping the rubric unchanged once interviews begin.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.