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Guide: Use structured interviewing

Read Google’s internal research

Given the strong academic research on the topic, Google's hiring team decided to experiment with a structured interviewing approach starting with select groups. The outcomes have been very positive and the team is now expanding the approach. The team is creating structured interview questions and rubrics for a variety of roles and training interviewers to use a structured approach.

What results is the team seeing so far?

  • Structured interviews are better at indicating who will do well on the job: Results show that structured interviews are more predictive of job performance than unstructured interviews when comparing interview scores to the performance scores of those hires across functions and levels.
  • Interviewers are happier and saving time: Using pre-made, high-quality questions, guides, and rubrics saves on average 40 minutes per interview. Googlers conducting structured interviews reported that they felt more prepared when interviewing the candidate.
  • Structured interviews make candidates happier: The team has seen an uptick in candidate satisfaction in feedback scores for structured interview candidates. Interestingly, scores indicated an especially big difference in candidate satisfaction rates when comparing rejected candidates. Rejected candidates who had a structured interview were 35% happier than those who did not have a structured interview.

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