{"id":1683,"date":"2026-08-02T14:30:00","date_gmt":"2026-08-02T12:30:00","guid":{"rendered":"https:\/\/fosfor.nl\/gestructureerd-interview-opzetten-in-8-stappen\/"},"modified":"2026-07-29T17:13:09","modified_gmt":"2026-07-29T15:13:09","slug":"how-to-conduct-a-structured-interview-in-8-steps","status":"publish","type":"post","link":"https:\/\/fosfor.nl\/en\/gestructureerd-interview-opzetten-in-8-stappen\/","title":{"rendered":"How to conduct a structured interview in 8 steps"},"content":{"rendered":"<h2>Why interviews so quickly become subjective<\/h2>\n<p>You could sit two interviewers side by side, have the same candidate speak, and still end up with two completely different conclusions. This is rarely down to the candidate, but almost always down to the process: disjointed questions, differing standards, and a judgement that has already been formed before the content has even been taken on board.<\/p>\n<p>Setting up a structured interview means deciding in advance what you will assess, how you will assess it and how you will interpret the results. This makes the selection process more predictable, fairer and easier to justify to both hiring managers and candidates.<\/p>\n<h2>What is a structured interview?<\/h2>\n<p>A structured interview is a type of interview in which every candidate is asked the same key questions, in the same order, using the same assessment criteria. You look not only at whether there is a \u201cclick\u201d, but also at specific behaviour, evidence and how well the candidate matches the job requirements.<\/p>\n\t\t<div data-elementor-type=\"section\" data-elementor-id=\"1639\" class=\"elementor elementor-1639\" data-elementor-post-type=\"elementor_library\">\n\t\t\t<div class=\"elementor-element elementor-element-4065d5a2 e-flex e-con-boxed e-con e-parent\" data-id=\"4065d5a2\" data-element_type=\"container\" data-e-type=\"container\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t<div class=\"elementor-element elementor-element-277b3773 e-con-full e-flex e-con e-child\" data-id=\"277b3773\" data-element_type=\"container\" data-e-type=\"container\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t\t<div class=\"elementor-element elementor-element-41efeb83 elementor-widget elementor-widget-spacer\" data-id=\"41efeb83\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-5c1764e3 e-con-full e-flex e-con e-child\" data-id=\"5c1764e3\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-452cd4f2 elementor-widget__width-initial blok elementor-widget elementor-widget-heading\" data-id=\"452cd4f2\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h6 class=\"elementor-heading-title elementor-size-default\">Would you like to find out more about data-driven recruitment?<\/h6>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-58bedf5 elementor-widget__width-initial blok elementor-widget elementor-widget-heading\" data-id=\"58bedf5\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<span class=\"elementor-heading-title elementor-size-default\">Discover how AI, target audience data and labour market insights can help you attract the right candidates. Download our white paper for practical insights, or feel free to get in touch for advice tailored to your organisation.<\/span>\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-56eceb25 e-con-full e-flex e-con e-child\" data-id=\"56eceb25\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-685d44d2 elementor-invisible elementor-widget elementor-widget-button\" data-id=\"685d44d2\" data-element_type=\"widget\" data-e-type=\"widget\" data-settings=\"{&quot;_animation&quot;:&quot;fadeInUp&quot;}\" data-widget_type=\"button.default\">\n\t\t\t\t\t\t\t\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"#elementor-action%3Aaction%3Dpopup%3Aopen%26settings%3DeyJpZCI6IjkwOCIsInRvZ2dsZSI6ZmFsc2V9\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t<span class=\"elementor-button-icon\">\n\t\t\t\t<svg aria-hidden=\"true\" class=\"e-font-icon-svg e-fas-download\" viewbox=\"0 0 512 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M216 0h80c13.3 0 24 10.7 24 24v168h87.7c17.8 0 26.7 21.5 14.1 34.1L269.7 378.3c-7.5 7.5-19.8 7.5-27.3 0L90.1 226.1c-12.6-12.6-3.7-34.1 14.1-34.1H192V24c0-13.3 10.7-24 24-24zm296 376v112c0 13.3-10.7 24-24 24H24c-13.3 0-24-10.7-24-24V376c0-13.3 10.7-24 24-24h146.7l49 49c20.1 20.1 52.5 20.1 72.6 0l49-49H488c13.3 0 24 10.7 24 24zm-124 88c0-11-9-20-20-20s-20 9-20 20 9 20 20 20 20-9 20-20zm64 0c0-11-9-20-20-20s-20 9-20 20 9 20 20 20 20-9 20-20z\"><\/path><\/svg>\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">Download white paper<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f5ed50f elementor-invisible elementor-widget elementor-widget-button\" data-id=\"f5ed50f\" data-element_type=\"widget\" data-e-type=\"widget\" data-settings=\"{&quot;_animation&quot;:&quot;fadeInUp&quot;}\" data-widget_type=\"button.default\">\n\t\t\t\t\t\t\t\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"tel:0752012945\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t<span class=\"elementor-button-icon\">\n\t\t\t\t<svg aria-hidden=\"true\" class=\"e-font-icon-svg e-fas-phone-alt\" viewbox=\"0 0 512 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M497.39 361.8l-112-48a24 24 0 0 0-28 6.9l-49.6 60.6A370.66 370.66 0 0 1 130.6 204.11l60.6-49.6a23.94 23.94 0 0 0 6.9-28l-48-112A24.16 24.16 0 0 0 122.6.61l-104 24A24 24 0 0 0 0 48c0 256.5 207.9 464 464 464a24 24 0 0 0 23.4-18.6l24-104a24.29 24.29 0 0 0-14.01-27.6z\"><\/path><\/svg>\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">Give us a call<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7c4d8c9b elementor-icon-list--layout-inline elementor-list-item-link-full_width elementor-widget elementor-widget-icon-list\" data-id=\"7c4d8c9b\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"icon-list.default\">\n\t\t\t\t\t\t\t<ul class=\"elementor-icon-list-items elementor-inline-items\">\n\t\t\t\t\t\t\t<li class=\"elementor-icon-list-item elementor-inline-item\">\n\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-icon\">\n\t\t\t\t\t\t\t<svg aria-hidden=\"true\" class=\"e-font-icon-svg e-fas-check-circle\" viewbox=\"0 0 512 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M504 256c0 136.967-111.033 248-248 248S8 392.967 8 256 119.033 8 256 8s248 111.033 248 248zM227.314 387.314l184-184c6.248-6.248 6.248-16.379 0-22.627l-22.627-22.627c-6.248-6.249-16.379-6.249-22.628 0L216 308.118l-70.059-70.059c-6.248-6.248-16.379-6.248-22.628 0l-22.627 22.627c-6.248 6.248-6.248 16.379 0 22.627l104 104c6.249 6.249 16.379 6.249 22.628.001z\"><\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-text\">Recruitment using AI and data<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t<li class=\"elementor-icon-list-item elementor-inline-item\">\n\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-icon\">\n\t\t\t\t\t\t\t<svg aria-hidden=\"true\" class=\"e-font-icon-svg e-fas-clock\" viewbox=\"0 0 512 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M256,8C119,8,8,119,8,256S119,504,256,504,504,393,504,256,393,8,256,8Zm92.49,313h0l-20,25a16,16,0,0,1-22.49,2.5h0l-67-49.72a40,40,0,0,1-15-31.23V112a16,16,0,0,1,16-16h32a16,16,0,0,1,16,16V256l58,42.5A16,16,0,0,1,348.49,321Z\"><\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-text\">Takes an average of 3\u20138 weeks to complete<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t<\/ul>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\n<p>The aim is not to make the conversation sound \u201crobotic\u201d. The aim is to reduce noise, so that you can make better choices based on relevant information.<\/p>\n<h3>Structured versus unstructured: the practical difference<\/h3>\n<ul>\n<li><strong>Unstructured:<\/strong> The interviewer asks off-the-cuff questions, makes judgements based on gut feeling, and compares candidates from memory.<\/li>\n<li><strong>Structured:<\/strong> The interviewer follows a set of standard questions, marks candidates against pre-defined rubrics, and compares them using the same criteria.<\/li>\n<\/ul>\n<h3>When is this particularly important?<\/h3>\n<ul>\n<li>For hard-to-find candidates (where speed and reliability are key).<\/li>\n<li>In blue-collar roles with clear deliverables and an impact on safety or quality.<\/li>\n<li>In sales roles, where making a good impression sometimes seems more important than results.<\/li>\n<li>When several stakeholders are involved in the decision-making process and you need to ensure alignment.<\/li>\n<\/ul>\n<h2>How to conduct a structured interview: 8 steps<\/h2>\n<h3>1) Define the job, not the \u201cideal candidate\u201d<\/h3>\n<p>Start by looking at what someone has to do on a typical working day. All too often, the input is a job advertisement full of vague buzzwords (\u201cproactive\u201d, \u201chands-on\u201d). That\u2019s difficult to assess.<\/p>\n<p>Make it concrete by identifying 5\u20138 key tasks and linking them to specific outcomes. Consider: figures, quality standards, lead times, safety, customer satisfaction or turnover.<\/p>\n<h3>2) Choose 4\u20136 key competencies that really make a difference<\/h3>\n<p>A good structure is all about focus. If you assess 12 competencies, in practice you won\u2019t be assessing anything properly. You should therefore choose a limited number that are relevant to the role.<\/p>\n<ul>\n<li>For production\/engineering: safety awareness, problem-solving skills, a focus on quality, teamwork.<\/li>\n<li>For logistics: ability to cope with stress, accuracy, planning, taking ownership.<\/li>\n<li>For sales: needs analysis, persuasiveness, discipline, coping with setbacks.<\/li>\n<\/ul>\n<h3>3) Make sure to use behaviour-based questions (STAR)<\/h3>\n<p>Behaviour-based questions work because they focus on what someone actually did in a similar situation. The STAR method (Situation, Task, Action, Result) helps to avoid vagueness.<\/p>\n<p>Sample question: \u201cTell us about a time when you had to deliver high-quality work despite being under time pressure. What was your approach and what was the outcome?\u201d<\/p>\n<h3>4) Add 1\u20132 case studies<\/h3>\n<p>Case study questions reveal how someone reasons and makes decisions. Keep them realistic and brief. A good case study should resemble the work you defined in step 1.<\/p>\n<ul>\n<li>Engineering: \u201cA fault recurs three times. What checks do you carry out, and in what order?\u201d<\/li>\n<li>Manager: \u201cTwo team members are having a falling out. What will you say to them first, and what do you hope to achieve?\u201d<\/li>\n<li>Sales: \u201cYour contact says, \u2018Just send me a quote\u2019. What do you do?\u201d<\/li>\n<\/ul>\n<h3>5) Create a scorecard with clear benchmarks<\/h3>\n<p>A scorecard is at the heart of a structured interview. Without a rubric, you\u2019ll end up scoring based on gut feeling. For each competency, use a scale (e.g. 1\u20135) with specific descriptions.<\/p>\n<p>Always introduce the scorecard to the team with a single sentence: \u201cWe score based on evidence, not charm.\u201d<\/p>\n<table>\n<thead>\n<tr>\n<th>Competence<\/th>\n<th>Sample question<\/th>\n<th>1 (weak evidence)<\/th>\n<th>3 (satisfactory)<\/th>\n<th>5 (strong evidence)<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>Problem-solving<\/td>\n<td>\u201cTell us about a persistent error or fault.\u201d<\/td>\n<td>Remains general; few specific actions<\/td>\n<td>Logical steps; I can explain why<\/td>\n<td>Works in a hypothesis-driven way, measures results<\/td>\n<\/tr>\n<tr>\n<td>Working together<\/td>\n<td>\u201cWhen did cooperation run into difficulties?\u201d<\/td>\n<td>Tends to blame others<\/td>\n<td>Takes responsibility<\/td>\n<td>Actively seeks coordination and prevents duplication<\/td>\n<\/tr>\n<tr>\n<td>Focus on Quality<\/td>\n<td>\u201cHow do you ensure quality when under pressure?\u201d<\/td>\n<td>No set approach<\/td>\n<td>Uses checks or standards<\/td>\n<td>Improves processes and helps others to standardise them<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h3>6) Agree on interview etiquette (and stick to it)<\/h3>\n<p>Much of the bias stems not from the questions themselves, but from the moment at which judgements are made. That is why these guidelines work well in practice:<\/p>\n<ul>\n<li>Make a note for each question immediately after answering it (brief, factual notes).<\/li>\n<li>Don\u2019t give a \u201cfinal mark\u201d based on gut feeling; tally up the scores or weigh up the pre-agreed components.<\/li>\n<li>Save the discussion about cultural fit until the end and define what you mean by it.<\/li>\n<li>Do not compare candidates until at least two interviews have been completed.<\/li>\n<\/ul>\n<h3>7) Train interviewers to mark consistently<\/h3>\n<p>A scorecard is only reliable if interviewers all understand \u201c3\u201d or \u201c5\u201d to mean the same thing. You should therefore hold one 45-minute calibration session per job category.<\/p>\n<p>Ask interviewers to score a hypothetical answer and discuss any differences. This prevents you from having to have discussions later on based on interpretation.<\/p>\n<h3>8) Evaluate using data after 4\u20138 hires<\/h3>\n<p>If you take the design of the structured interview seriously, you\u2019ll also look back and ask: which parts of the interview were predictive of performance? Where did candidates struggle? And where was there a lack of consistency amongst interviewers?<\/p>\n<p>A practical approach is to collect performance feedback (from the manager and the employee) after 90 days and compare it with the interview score. Research shows that structured interviews are, on average, better predictors than unstructured interviews; see the summary of research by the <a href=\"https:\/\/www.apa.org\/monitor\/2016\/12\/structured-interviews\" rel=\"nofollow\">The American Psychological Association on the value of structured interviews<\/a>.<\/p>\n<h2>Common mistakes when structuring interviews<\/h2>\n<h3>Too many questions, not enough depth<\/h3>\n<p>An interview with 20 questions sounds thorough, but often leads to superficial answers. Fewer questions, followed by probing follow-ups, yield better evidence.<\/p>\n<h3>Vague assessment criteria<\/h3>\n<p>If \u201cstrong communication skills\u201d is given a score without a definition, this leads to arbitrariness. Describe observable behaviour and examples that are relevant to the role.<\/p>\n<h3>Not using an objective method<\/h3>\n<p>This is a common pitfall in the recruitment process. FosFor also identifies this as one of the mistakes that cost organisations candidates. Read more <a href=\"\">These 4 mistakes are costing you your best candidates<\/a> and do pay particular attention to the section on objective methods.<\/p>\n<h2>Practical interview guide: sample structure (60 minutes)<\/h2>\n<h3>A build that works in almost any role<\/h3>\n<ul>\n<li><strong>5 mins<\/strong> Introduction + explanation of the process + expectations<\/li>\n<li><strong>25 mins<\/strong> 3 behavioural questions (STAR) based on core competencies<\/li>\n<li><strong>15 mins<\/strong> case study (thinking aloud, explaining choices)<\/li>\n<li><strong>10 mins<\/strong> role- and context-related questions (availability, shift work, travel distance)<\/li>\n<li><strong>5 mins<\/strong> Questions for candidates + next steps<\/li>\n<\/ul>\n<h3>Pre-selection and speed<\/h3>\n<p>If you want to speed up the process without compromising on quality, carry out a brief pre-screen to identify the \u2018must-haves\u2019 and reserve the structured interview for the best candidates. This is in line with the principle that you don\u2019t need to interview everyone at length, but you do need to assess candidates consistently.<\/p>\n<h2>Conclude with the next step<\/h2>\n<p>If you want to make consistently better hiring decisions, start small: one role, one scorecard, one calibration session. You can then expand to other roles and teams.<\/p>\n<p>Would you like to discuss the practicalities of setting up a structured interview, including scorecards and a selection process that is both faster and more objective? If so, please get in touch via the <a href=\"\/en\/contact\/\">contact page<\/a> or see how our <a href=\"\/en\/working-method\/\">working method<\/a> helps to make selection more predictable.<\/p>","protected":false},"excerpt":{"rendered":"<p>Waarom interviews zo snel subjectief worden Je kunt twee interviewers naast elkaar zetten, dezelfde kandidaat laten spreken en t\u00f3ch twee totaal verschillende conclusies krijgen. Dat komt zelden door de kandidaat, maar bijna altijd door het proces: losse vragen, verschillende normen en een oordeel dat al gevormd is voordat de inhoud landt. Een gestructureerd interview opzetten [&hellip;]<\/p>\n","protected":false},"author":6,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-1683","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Gestructureerd interview opzetten in 8 praktische stappen<\/title>\n<meta name=\"description\" content=\"Leer hoe je een gestructureerd interview opzetten kunt met 8 praktische stappen voor objectievere selectie en betere hiringbeslissingen.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/fosfor.nl\/en\/how-to-conduct-a-structured-interview-in-8-steps\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Gestructureerd interview opzetten in 8 praktische stappen\" \/>\n<meta property=\"og:description\" content=\"Leer hoe je een gestructureerd interview opzetten kunt met 8 praktische stappen voor objectievere selectie en betere hiringbeslissingen.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/fosfor.nl\/en\/how-to-conduct-a-structured-interview-in-8-steps\/\" \/>\n<meta property=\"og:site_name\" content=\"FosFor\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/fosfor.recruitment\" \/>\n<meta property=\"article:published_time\" content=\"2026-08-02T12:30:00+00:00\" \/>\n<meta name=\"author\" content=\"FosFor\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"FosFor\" \/>\n\t<meta name=\"twitter:label2\" content=\"Estimated reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"5 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/fosfor.nl\\\/gestructureerd-interview-opzetten-in-8-stappen\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/fosfor.nl\\\/gestructureerd-interview-opzetten-in-8-stappen\\\/\"},\"author\":{\"name\":\"FosFor\",\"@id\":\"https:\\\/\\\/fosfor.nl\\\/#\\\/schema\\\/person\\\/a8c6d5c221686589898b17bfd33e2060\"},\"headline\":\"Gestructureerd interview opzetten in 8 stappen\",\"datePublished\":\"2026-08-02T12:30:00+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/fosfor.nl\\\/gestructureerd-interview-opzetten-in-8-stappen\\\/\"},\"wordCount\":1035,\"publisher\":{\"@id\":\"https:\\\/\\\/fosfor.nl\\\/#organization\"},\"articleSection\":[\"Uncategorized\"],\"inLanguage\":\"en-GB\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/fosfor.nl\\\/gestructureerd-interview-opzetten-in-8-stappen\\\/\",\"url\":\"https:\\\/\\\/fosfor.nl\\\/gestructureerd-interview-opzetten-in-8-stappen\\\/\",\"name\":\"Gestructureerd interview opzetten in 8 praktische stappen\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/fosfor.nl\\\/#website\"},\"datePublished\":\"2026-08-02T12:30:00+00:00\",\"description\":\"Leer hoe je een gestructureerd interview opzetten kunt met 8 praktische stappen voor objectievere selectie en betere hiringbeslissingen.\",\"breadcrumb\":{\"@id\":\"https:\\\/\\\/fosfor.nl\\\/gestructureerd-interview-opzetten-in-8-stappen\\\/#breadcrumb\"},\"inLanguage\":\"en-GB\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\\\/\\\/fosfor.nl\\\/gestructureerd-interview-opzetten-in-8-stappen\\\/\"]}]},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\\\/\\\/fosfor.nl\\\/gestructureerd-interview-opzetten-in-8-stappen\\\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\\\/\\\/fosfor.nl\\\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Gestructureerd interview opzetten in 8 stappen\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\\\/\\\/fosfor.nl\\\/#website\",\"url\":\"https:\\\/\\\/fosfor.nl\\\/\",\"name\":\"FosFor - 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