For a long time, the recruitment interview relied on the supposed talent of whoever ran it: a few improvised questions, a pleasant conversation, and a general impression on the way out. The problem is well known: two candidates interviewed by two different people, or by the same person at two different times, do not take the same interview. Comparing them becomes a gamble.
What really changed in 2026 is not the arrival of some magic technology. It is the spread of a method: the structured interview.
What a structured interview is
The principle fits in three rules: the same questions for every candidate on a given role, evaluation criteria defined before the interviews, and a rating written down right after each conversation rather than an impression reconstructed from memory. It is the interview format that occupational psychology research has long measured as the best predictor of on-the-job success, far ahead of the free-form interview.
None of this requires a tool. But holding that discipline by hand, interview after interview, role after role, is exactly the kind of rigor that erodes under workload. That is where tooling changes the game.
Where AI actually helps
In Evalyo, AI steps in on the most tedious parts of the method, and only there. It prepares the interview guide from the role and your criteria. It writes the structured report of each conversation, which you review. It can run voice pre-screening interviews when you choose to use it, on the same guide for everyone. And it keeps the trail: every interview leaves a comparable report, filed in the candidate's record.
The principle never varies: AI structures, you decide. No score and no report ever makes a hiring decision in your place.
What does not change
The heart of the interview remains deeply human: creating the conditions for an honest conversation, judging a context, making someone want to join the team, sensing what no grid can capture. European regulation says the same thing as common sense: assisted evaluations must remain under human oversight, and the decision belongs to people.
Moving to structured interviews in four steps
- Define the role's criteria before the first interview, along with their weighting.
- Build a shared guide: the questions asked to everyone, in the same order.
- Rate immediately after each interview, criterion by criterion, with a comment.
- Compare on evidence, as a team: files side by side, not memories.
That is exactly the journey Evalyo equips end to end, from the guide to the report.
Explore interviews and decision
Léa, community manager at Evalyo. Updated August 31, 2026.