One of the most important things I have learned in this class is the value of using structured interviews in the hiring process. Before this course, I didn’t realize how much bias and inconsistency can exist in interviews. I used to think hiring decisions were mostly based on instincts and how well someone connects with the interviewer. This class showed me that using structure and strategy can make a big difference when it comes to choosing the right candidate. Learning this changed how I think about fairness and professionalism in hiring.
A structured interview is when all applicants are asked the same questions in the same order. The questions are carefully chosen to reflect the actual skills and behaviors needed for the job. What makes it really effective is that there’s also a scoring system or rubric used to evaluate each answer. This helps the interviewer stay objective and focus on job-relevant traits, instead of being influenced by personality or first impressions. It creates a level playing field where everyone has the same opportunity to show their abilities.
I was especially surprised to learn how unreliable unstructured interviews can be. Even though many managers feel confident in their ability to “read people,” research shows that gut instincts are not good predictors of job success. In fact, structured interviews have been proven to be more fair, consistent, and accurate. They reduce bias and help create equal opportunities for candidates from different backgrounds. That makes them an important tool for building diverse and effective teams.
This concept really stood out to me because I plan to work in the public health management field where hiring strong, diverse teams is very important. A poor hiring choice in these areas doesn’t just affect the company, it can also impact the quality of services being delivered to the public. Structured interviews can help make sure we’re hiring based on real qualifications, not assumptions or appearances. This is especially important when working with communities that depend on competent and culturally aware professionals.
Going forward, I want to use this knowledge when I’m part of any hiring process. I’ll help create structured questions based on the job description and use scoring rubrics to keep the process fair. I’ll also make sure to listen actively and take good notes, so that each candidate gets a fair chance. By doing this, I hope to support both good hiring decisions and a positive experience for all applicants.
This is a lesson I’ll carry with me throughout my career. It’s a simple change, but one that can make a big impact when it comes to making smarter, fairer hiring decisions. Structured interviews might not solve every problem, but they are a strong step toward more ethical and effective staffing practices.