{"id":48325,"date":"2025-11-17T06:21:11","date_gmt":"2025-11-17T06:21:11","guid":{"rendered":"https:\/\/mondaysimon.com\/?p=48325"},"modified":"2026-01-31T08:50:25","modified_gmt":"2026-01-31T08:50:25","slug":"structured-interview","status":"publish","type":"post","link":"https:\/\/mondaysimon.com\/fr\/structured-interview\/","title":{"rendered":"Structured Interview : The Proven Way to Hire Smarter and Reduce Mis-Hires"},"content":{"rendered":"\n<div class=\"gb-element-86b1f60c\">\n<h3 class=\"gb-text-1236499f\"><span class=\"gb-shape\"><svg aria-hidden=\"true\" role=\"img\" height=\"1em\" width=\"1em\" viewBox=\"0 0 576 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path fill=\"currentColor\" d=\"M259.3 17.8L194 150.2 47.9 171.5c-26.2 3.8-36.7 36.1-17.7 54.6l105.7 103-25 145.5c-4.5 26.3 23.2 46 46.4 33.7L288 439.6l130.7 68.7c23.2 12.2 50.9-7.4 46.4-33.7l-25-145.5 105.7-103c19-18.5 8.5-50.8-17.7-54.6L382 150.2 316.7 17.8c-11.7-23.6-45.6-23.9-57.4 0z\"><\/path><\/svg><\/span><span class=\"gb-text\">Key takeaways <\/span><\/h3>\n\n\n\n<ul class=\"wp-block-list monday-list\">\n<li><strong>Kill the \u00ab\u00a0Chemistry\u00a0\u00bb Hire with Standardization:<\/strong> Unstructured \u00ab\u00a0nice chats\u00a0\u00bb are the leading cause of bad hires. By asking every candidate the exact same questions in the exact same order, you strip away personal bias and ensure you are comparing data to data, not vibes to vibes.<\/li>\n\n\n\n<li><strong>Trade Hypotheticals for Behavioral Proof:<\/strong> Stop asking \u00ab\u00a0What would you do?\u00a0\u00bb and start asking \u00ab\u00a0Tell me about a time when you <em>did<\/em>&#8230;\u00a0\u00bb Because past behavior is the only reliable predictor of future performance, using the STAR method to dig into lived experiences reveals a candidate&rsquo;s actual competency rather than their ability to theorize.<\/li>\n\n\n\n<li><strong>Score Immediately Using a Rubric:<\/strong> Don&rsquo;t wait until the end of the day to \u00ab\u00a0remember\u00a0\u00bb who was best. Use a pre-defined recruitment scorecard to rate answers on a simple 1\u20133 or 1\u20135 scale immediately after the session. This turns subjective impressions into a defensible, objective data set that protects your team\u2019s productivity.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<div class=\"wp-block-rank-math-toc-block\" id=\"rank-math-toc\"><h2>Table of Contents<\/h2><nav><ul><li><a href=\"#what-is-a-structured-interview\">What is a Structured Interview<\/a><\/li><li><a href=\"#when-to-use-the-structured-interview\">When to Use The Structured Interview<\/a><\/li><li><a href=\"#the-blueprint-for-a-structured-interview\">The Blueprint for a Structured Interview<\/a><ul><li><a href=\"#1-\ufe0f-create-your-scorecard\">Create your scorecard<\/a><\/li><li><a href=\"#2-\ufe0f-standardize-the-questions\">Standardize the questions<\/a><\/li><li><a href=\"#3-\ufe0f-create-an-objective-scoring-rubric\">Create an objective scoring rubric<\/a><\/li><\/ul><\/li><li><a href=\"#why-structured-interviews-drive-business-results\">Why Structured Interviews Drive Business Results<\/a><\/li><li><a href=\"#competency-based-interviews-a-structured-interview-focused-on-competencies\">Competency-based Interviews: How is it Different?<\/a><\/li><li><a href=\"#example-customer-orientation-competency\">Example: Customer-orientation Competency<\/a><\/li><li><a href=\"#how-to-apply-this-on-monday-morning\">How to Apply This on Monday morning<\/a><\/li><\/ul><\/nav><\/div>\n\n\n\n<p>The Structured interview is part of Monday Simon Manager Development Program:<br>\ud83d\udc49 Module 6: <a href=\"https:\/\/mondaysimon.com\/manager-development-program\/recruitment\/\" data-type=\"page\" data-id=\"49759\">Recruitment in practice<\/a>.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"771\" height=\"487\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-7.png\" alt=\"Manager discussing about a list of action to finalize the structured interview with HR\" class=\"wp-image-48329\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-7.png 771w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-7-300x189.png 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-7-768x485.png 768w\" sizes=\"auto, (max-width: 771px) 100vw, 771px\" \/><\/figure>\n\n\n\n<p>When interviews turn into \u201cnice conversations\u201d and remain at the surface level, everyone leaves feeling good until the wrong person shows up on Monday and productivity drops. This is why structured interviews exist.&nbsp;<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"what-is-a-structured-interview\"><strong>What is a Structured Interview<\/strong><\/h2>\n\n\n\n<p>A structured interview is a disciplined method where you ask every candidate the same job-relevant questions in the same order, then score their answers using a predefined rubric. It&rsquo;s a systematic, repeatable, and data-driven process designed to compare candidates objectively rather than emotionally.<\/p>\n\n\n\n<p>Structured interviews aren\u2019t unique to HR. The same logic is used in research and market studies to collect consistent data. In hiring, this structured interview helps you detect patterns in behavior, spot blind spots, and make decisions supported by evidence instead of intuition. A structured interview is the recipient to additional questioning methods, such as the <a href=\"https:\/\/mondaysimon.com\/fr\/star-interview-method\/\" data-type=\"post\" data-id=\"48124\">STAR interview method<\/a>.<\/p>\n\n\n\n<p>There are three broad interview formats:<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Type<\/strong><\/td><td><strong>Pre-selected questions<\/strong><\/td><td><strong>Fixed order<\/strong><\/td><td><strong>Flexibility<\/strong><\/td><td><strong>Bias risk<\/strong><\/td><\/tr><tr><td>Structured<\/td><td>Yes<\/td><td>Yes<\/td><td>Low<\/td><td>Minimal<\/td><\/tr><tr><td>Semi-structured<\/td><td>Partial<\/td><td>No<\/td><td>Medium<\/td><td>Moderate<\/td><\/tr><tr><td>Unstructured<\/td><td>None<\/td><td>No<\/td><td>High<\/td><td>High<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p>If you are serious about improving hiring accuracy, structured interviews are your baseline.&nbsp;<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"when-to-use-the-structured-interview\"><strong>When to Use The Structured Interview<\/strong><\/h2>\n\n\n\n<p>My advice is to apply a structured interview at every single interview to limit bias. Use the structured interview approach especially for the following cases:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Hire for roles with high early failure rates (like sales or technical specialists, etc).&nbsp;<\/li>\n\n\n\n<li>Scale teams quickly and need consistency across multiple interviewers.<\/li>\n\n\n\n<li>You need defensible decisions that minimize bias and stand up to legal or HR scrutiny.<\/li>\n\n\n\n<li>You have limited time and resources to compare candidates because the data collected speaks for itself.<\/li>\n<\/ul>\n\n\n\n<p>The structured interview also helps to \u201ccome prepared\u201d in the interview room with minimal time for preparation, because the structure is always the same.&nbsp;<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"the-blueprint-for-a-structured-interview\"><strong>The Blueprint for a Structured Interview<\/strong><\/h2>\n\n\n\n<p>The preliminary step to structured interviews is to have clearly identified the key requirements of the role in your <a href=\"https:\/\/mondaysimon.com\/fr\/recruitment-scorecard\/\" data-type=\"post\" data-id=\"48163\">recruitment scorecard<\/a>. So here are 3 easy steps for implementation:&nbsp;&nbsp;<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"1-\ufe0f-create-your-scorecard\"><strong>Create your scorecard<\/strong><\/h4>\n\n\n\n<p>The scorecard lists the mandatory requirements for the role. The scorecard can list the key <a href=\"https:\/\/mondaysimon.com\/fr\/competencies\/\" data-type=\"post\" data-id=\"48193\">competencies<\/a> and the mandatory items for the candidate selection. Here, identify the top non-negotiable skills or behaviors for success in the role. Avoid vague words like <em>\u201cteam player.\u201d<\/em> Instead, write measurable behaviors such as:<\/p>\n\n\n\n<div>\n<ul class=\"wp-block-list\">\n<li>\u201cManages conflict with technical stakeholders.\u201d<\/li>\n\n\n\n<li>\u201cIdentifies and documents root causes of bugs.\u201d<\/li>\n<\/ul>\n<\/div>\n\n\n\n<p>Every question you ask must tie directly back to one of these identified competencies. You can generate questions to prepare for your interview by using my custom <a href=\"https:\/\/chatgpt.com\/g\/g-691ae10381bc8191967cd6874bc94208-simon-s-hr-guide-interview-assistant\" data-type=\"link\" data-id=\"https:\/\/chatgpt.com\/g\/g-691ae10381bc8191967cd6874bc94208-simon-s-hr-guide-interview-assistant\" target=\"_blank\" rel=\"noopener\">Chatgpt for interviews<\/a>.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"2-\ufe0f-standardize-the-questions\"><strong>Standardize the questions<\/strong><\/h4>\n\n\n\n<p>Switch from hypothetical to behavioral questions. Future behavior is predicted best by past behavior.<br>Stop asking \u201cWhat would you do if\u2026?\u201d and start asking \u201cTell me about a time when\u2026\u201d<\/p>\n\n\n\n<p>Example:<br>Don&rsquo;t: \u201cHow would you handle a demanding client?\u201d<br>Do: \u201cTell me about the last time a client pushed back hard on your deliverable. What did you say, and what was the result?\u201d<\/p>\n\n\n\n<p>Important: Use the exact same wording and order for each candidate. This ensures your comparison is apples-to-apples, not impressions-to-vibes.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"3-\ufe0f-create-an-objective-scoring-rubric\"><strong>Create an objective scoring rubric<\/strong><\/h4>\n\n\n\n<p>Immediately after the interview, score responses using a simple scale. This simple scale is nothing less then what&rsquo;s written in your recruitment scorecard. The rating scale can present like this:<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td class=\"has-text-align-left\" data-align=\"left\"><strong>Score<\/strong><\/td><td class=\"has-text-align-left\" data-align=\"left\"><strong>Description<\/strong><\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">1<\/td><td class=\"has-text-align-left\" data-align=\"left\">Unacceptable: fails to demonstrate the required behavior.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">2<\/td><td class=\"has-text-align-left\" data-align=\"left\">Meets expectations: provides a solid, relevant example.<\/td><\/tr><tr><td class=\"has-text-align-left\" data-align=\"left\">3<\/td><td class=\"has-text-align-left\" data-align=\"left\">Exceptional:&nbsp; demonstrates mastery and measurable impact.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"why-structured-interviews-drive-business-results\"><strong>Why Structured Interviews Drive Business Results<\/strong><\/h2>\n\n\n\n<p>Structured interviews are essentially a business protection system because they remove bias and gut feeling. I strongly recommend managers to adopt structured interviews, as they lead to :&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Fewer bad hires: Data shows they are up to twice as predictive of performance as casual chats.<\/li>\n\n\n\n<li>Faster time-to-productivity: You hire for proven skills, not stories.<\/li>\n\n\n\n<li>Better credibility: Managers can justify decisions with data, not opinions.<\/li>\n<\/ul>\n\n\n\n<p>Structured interviews also make it easier to analyze results over time. You can spot which questions best predict on-the-job success and continuously improve your process.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"competency-based-interviews-a-structured-interview-focused-on-competencies\"><strong>Competency-based Interviews: How is it Different?<\/strong><\/h2>\n\n\n\n<p>A competency-based interview is simply a structured interview focused specifically on skills, knowledge, and behaviors. We also call it the <a href=\"https:\/\/mondaysimon.com\/fr\/behavioral-interview\/\" data-type=\"post\" data-id=\"48318\">behavioral interview<\/a>. Here you are assessing how a candidate <em>demonstrates<\/em> competencies such as:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Cognitive skills: analytical thinking, problem-solving, critical reasoning.<\/li>\n\n\n\n<li>Interpersonal skills: teamwork, influence, and relationship building.<\/li>\n\n\n\n<li>Self-leadership skills: resilience, adaptability, decision-making.<\/li>\n<\/ul>\n\n\n\n<p>These competencies must connect directly to the job\u2019s core deliverables, not to \u201cpersonality fit.\u201d<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"example-customer-orientation-competency\"><strong>Example: Customer-orientation Competency<\/strong><\/h2>\n\n\n\n<p>Below are sample behavioral questions you can plug directly into your structured interview for a \u201cCustomer Orientation\u201d competency:<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Behavior<\/strong><\/td><td><strong>Example Question<\/strong><\/td><\/tr><tr><td>Demonstrating positive attitude toward resolution<\/td><td>\u201cTell me about a time when a customer reported an issue you didn\u2019t know how to fix. What did you do?\u201d<\/td><\/tr><tr><td>Solving customer issues within timelines<\/td><td>\u201cDescribe a situation where you had to resolve a customer request under tight deadlines. How did you handle it?\u201d<\/td><\/tr><tr><td>Understanding customer needs<\/td><td>\u201cGive an example of when you misread a customer\u2019s expectations. What happened and what did you learn?\u201d<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p>Each question maps to a specific behavior, making your scoring consistent across interviews.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"how-to-apply-this-on-monday-morning\"><strong>How to Apply This on Monday morning<\/strong><\/h2>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Pick one role you\u2019re hiring for.<\/li>\n\n\n\n<li>List 5 mandatory requirements and\/or behavioral competencies that predict success.<\/li>\n\n\n\n<li>Write one \u201cTell me about a time\u2026\u201d question for each. You are fetching practical lived experiences answers in return.&nbsp;<\/li>\n\n\n\n<li>Create a simple 1\u20133\u20135 scoring sheet and train every interviewer to use it.<\/li>\n\n\n\n<li>Compare candidates by data, not by chemistry.<\/li>\n<\/ol>\n\n\n\n<p>If you want ready-to-use templates and rubrics, visit the <a href=\"https:\/\/mondaysimon.com\/manager-tools\/\" data-type=\"link\" data-id=\"https:\/\/mondaysimon.com\/manager-tools\/\">Manager Tools<\/a> page.<\/p>\n\n\n\n<a class=\"gb-element-f9cd74ce\" href=\"https:\/\/mondaysimon.com\/manager-development\/resources\/recruitment\/\">\n\n<h6 class=\"gb-text-8a6aa7b2\"><span class=\"gb-shape\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" fill=\"none\" viewBox=\"0 0 15 15\" height=\"15\" width=\"15\"><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 3 0)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 3 6)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 3 12)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 9 0)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 9 6)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 9 12)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 15 0)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 15 6)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 15 12)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><\/svg><\/span><span class=\"gb-text\"><strong>MORE MANAGER DEVELOPMENT RESOURCES<\/strong><\/span><\/h6>\n\n\n<p class=\"has-accent-3-color has-text-color has-link-color wp-elements-f466226dfd9ab852a6fb8556bd30b8bd\" style=\"font-size:18px\">This article is part of our recruitment resources.<\/p>\n\n<\/a>\n\n\n\n<div style=\"height:100px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"gbp-section gb-element-6f94d2a3\">\n<div class=\"gbp-section__inner gb-element-411aba00\">\n<div class=\"gb-element-c49e672e\">\n<h2 class=\"gb-text\">Stay sharp for Monday<\/h2>\n\n\n\n<p class=\"gb-text gbp-section__text--lg\">Practical resources to help managers lead smarter, faster, and with confidence.<\/p>\n<\/div>\n\n\n\n<div><div class=\"gb-looper-f0393b22\">\n<div class=\"gb-loop-item post-48318 post type-post status-publish format-standard has-post-thumbnail hentry category-manager-resources\">\n<div class=\"gbp--box-shadow gb-element-e69fd716\">\n<img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"512\" alt=\"Manager conducting a behavioral interview and evaluating responses with a checklist.\" data-media-id=\"48389\" class=\"gbp--border-radius gb-media-97e1a150\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-14-2025-02_37_48-PM-768x512.jpg\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-14-2025-02_37_48-PM-768x512.jpg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-14-2025-02_37_48-PM-300x200.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-14-2025-02_37_48-PM.jpg 1000w\" sizes=\"auto, (max-width: 768px) 100vw, 768px\" \/>\n\n\n\n<div class=\"gbp--border-radius gb-element-080af5f6\">\n<h3 class=\"gb-text gb-text-511a3e74\">Behavioral Interview Guide: Ask Better Questions and Predict Real Performance<\/h3>\n\n\n\n<a class=\"gbp-button--tertiary\" href=\"https:\/\/mondaysimon.com\/fr\/behavioral-interview\/\"><span class=\"gb-text\">View Article<\/span><span class=\"gb-shape\"><svg viewBox=\"0 0 256 256\" height=\"32\" width=\"32\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M224.49,136.49l-72,72a12,12,0,0,1-17-17L187,140H40a12,12,0,0,1,0-24H187L135.51,64.48a12,12,0,0,1,17-17l72,72A12,12,0,0,1,224.49,136.49Z\"><\/path><\/svg><\/span><\/a>\n<\/div>\n<\/div>\n<\/div>\n\n<div class=\"gb-loop-item post-48163 post type-post status-publish format-standard has-post-thumbnail hentry category-manager-resources\">\n<div class=\"gbp--box-shadow gb-element-e69fd716\">\n<img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"512\" alt=\"Illustration of a recruiter using a recruitment scorecard to evaluate candidates based on skills, experience, communication, and cultural fit.\" data-media-id=\"48164\" class=\"gbp--border-radius gb-media-97e1a150\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-1-768x512.jpeg\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-1-768x512.jpeg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-1-300x200.jpeg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-1.jpeg 1000w\" sizes=\"auto, (max-width: 768px) 100vw, 768px\" \/>\n\n\n\n<div class=\"gbp--border-radius gb-element-080af5f6\">\n<h3 class=\"gb-text gb-text-511a3e74\">How to Use a Recruitment Scorecard to Hire Better<\/h3>\n\n\n\n<a class=\"gbp-button--tertiary\" href=\"https:\/\/mondaysimon.com\/fr\/recruitment-scorecard\/\"><span class=\"gb-text\">View Article<\/span><span class=\"gb-shape\"><svg viewBox=\"0 0 256 256\" height=\"32\" width=\"32\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M224.49,136.49l-72,72a12,12,0,0,1-17-17L187,140H40a12,12,0,0,1,0-24H187L135.51,64.48a12,12,0,0,1,17-17l72,72A12,12,0,0,1,224.49,136.49Z\"><\/path><\/svg><\/span><\/a>\n<\/div>\n<\/div>\n<\/div>\n\n<div class=\"gb-loop-item post-48124 post type-post status-publish format-standard has-post-thumbnail hentry category-manager-resources\">\n<div class=\"gbp--box-shadow gb-element-e69fd716\">\n<img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"768\" alt=\"Diagram of the STAR interview method showing Situation, Task, Action, and Result steps for effective hiring and coaching \u2013 Monday Simon\" data-media-id=\"48125\" class=\"gbp--border-radius gb-media-97e1a150\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/Gemini_Generated_Image_3ywtq13ywtq13ywt-768x768.jpg\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/Gemini_Generated_Image_3ywtq13ywtq13ywt-768x768.jpg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/Gemini_Generated_Image_3ywtq13ywtq13ywt-300x300.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/Gemini_Generated_Image_3ywtq13ywtq13ywt-150x150.jpg 150w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/Gemini_Generated_Image_3ywtq13ywtq13ywt.jpg 1024w\" sizes=\"auto, (max-width: 768px) 100vw, 768px\" \/>\n\n\n\n<div class=\"gbp--border-radius gb-element-080af5f6\">\n<h3 class=\"gb-text gb-text-511a3e74\">How to hire with the STAR interview method<\/h3>\n\n\n\n<a class=\"gbp-button--tertiary\" href=\"https:\/\/mondaysimon.com\/fr\/star-interview-method\/\"><span class=\"gb-text\">View Article<\/span><span class=\"gb-shape\"><svg viewBox=\"0 0 256 256\" height=\"32\" width=\"32\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M224.49,136.49l-72,72a12,12,0,0,1-17-17L187,140H40a12,12,0,0,1,0-24H187L135.51,64.48a12,12,0,0,1,17-17l72,72A12,12,0,0,1,224.49,136.49Z\"><\/path><\/svg><\/span><\/a>\n<\/div>\n<\/div>\n<\/div>\n<\/div><\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Key takeaways The Structured interview is part of Monday Simon Manager Development Program:\ud83d\udc49 Module 6: Recruitment in practice. When interviews turn into \u201cnice conversations\u201d and remain at the surface level, everyone leaves feeling good until the wrong person shows up on Monday and productivity drops. This is why structured interviews exist.&nbsp; What is a Structured &#8230; <a title=\"Structured Interview : The Proven Way to Hire Smarter and Reduce Mis-Hires\" class=\"read-more\" href=\"https:\/\/mondaysimon.com\/fr\/structured-interview\/\" aria-label=\"En savoir plus sur Structured Interview : The Proven Way to Hire Smarter and Reduce Mis-Hires\">Lire plus<\/a><\/p>\n","protected":false},"author":1,"featured_media":48385,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[22],"tags":[],"class_list":["post-48325","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-manager-resources"],"_links":{"self":[{"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/posts\/48325","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/comments?post=48325"}],"version-history":[{"count":29,"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/posts\/48325\/revisions"}],"predecessor-version":[{"id":50520,"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/posts\/48325\/revisions\/50520"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/media\/48385"}],"wp:attachment":[{"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/media?parent=48325"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/categories?post=48325"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/mondaysimon.com\/fr\/wp-json\/wp\/v2\/tags?post=48325"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}