Employee Responsibilities and Rights Journal

, Volume 18, Issue 3, pp 155-170

First online:

The Structured Interview: Reducing Biases Toward Job Applicants with Physical Disabilities

  • Ellyn BrecherAffiliated withPsychology Department, The College of New Jersey
  • , Jennifer BraggerAffiliated withDepartment of Psychology, Montclair State University Email author 
  • , Eugene KutcherAffiliated withDepartment of Psychology, Virginia Tech Williams Hall

Rent the article at a discount

Rent now

* Final gross prices may vary according to local VAT.

Get Access


Research shows that the traditional job interview is a poor indication of a candidate's potential. However, when employers structure the interview process, they are more effective at predicting success, forming consistent evaluations, and reducing discrimination. The current study tested whether the structured interview also serves to reduce biases involved in interviewing applicants who have a physical disability. In the non-structured interview, results showed that there was a leniency bias, where raters evaluated disabled candidates more positively than equally qualified non-disabled candidates. Structured interviews reduced this effect. These findings add to the support for the structured interview as a way of increasing fairness in employee selection.

Key words

structured interview employment selection disabled discrimination