Unstructured interviews lead to inconsistent hiring decisions and legal risk. I help organizations design structured interview processes that are effective, fair, and defensible. This includes developing behavioral interview questions tied to job competencies, creating interview guides and scorecards, training hiring managers on effective interviewing techniques and legal pitfalls to avoid, and establishing a consistent evaluation process. Structured interviews significantly improve your ability to predict job performance and ensure every candidate is evaluated fairly on the same criteria. The result is better hiring decisions and reduced legal exposure.