> ## Documentation Index
> Fetch the complete documentation index at: https://docs.heymilo.ai/llms.txt
> Use this file to discover all available pages before exploring further.

> Use structured questions in voice and video interviews when you need objective pass/fail checks: work authorization, minimum experience, certifications, shift fit, and similar must-haves.

# Structured Questions

<video src="https://storage.googleapis.com/heymilo-pub-docs/videos/Structured%20Questions%20(1).mp4" controls />

They are **not** scored on the **1–5** scale. Outcomes are **pass** or **fail** only. They **do not** change the candidate’s **overall numerical score**. For nuanced answers that should rank candidates, use **scored** questions — see How Scoring Works.

<Check>
  **Remember:** Structured = binary screening. Scored = judgment + contribution to overall score. Use both in the same interview when it fits.
</Check>

### Structured vs scored (quick compare)

|                             | **Structured**          | **Scored**                     |
| --------------------------- | ----------------------- | ------------------------------ |
| **Outcome**                 | Pass / fail             | 1–5                            |
| **Overall score**           | Does **not** contribute | Contributes (with weights)     |
| **Dealbreaker**             | Optional auto-fail      | No                             |
| **Best for**                | Verifiable requirements | Behavior, depth, communication |
| **Has 1–5 rubric / weight** | No                      | Yes                            |

### When to use structured questions

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    <img src="https://mintcdn.com/heymilo/1Msj86qZdXlvphdL/images/image-43.png?fit=max&auto=format&n=1Msj86qZdXlvphdL&q=85&s=770a1b8d1c324ed3b149981c863cbabf" alt="Image" title="Image" className="mx-auto" style={{ width:"67%" }} width="1058" height="1494" data-path="images/image-43.png" />
  </Frame>
</Frame>

**Good fits**

* Legal / policy: work authorization, licenses, certifications
* Numeric bars: minimum years with a tool, hours available, counts
* Knockouts: relocation, schedule, physical requirements, clearance
* Knowledge checks with a **clear** correct answer (multiple choice)

**Poor fits**

* Open-ended or behavioral prompts (“tell me about a time…”)
* Anything that needs nuance or grading on a spectrum → use **scored** questions

### Question types

#### Yes / No

**You set:** expected answer (**Yes** or **No**). **Dealbreaker** (optional): fail anyone who answers wrong.

**Examples**

* Work authorization: expect **Yes**, dealbreaker **on**
* Physical requirement (e.g. lift 50 lbs): expect **Yes**, dealbreaker **on**
* “Available to start within two weeks?”: expect **Yes**, dealbreaker **off** if it’s a preference
* “Willing to work occasional evenings/weekends?”: expect **Yes**, dealbreaker **on** if non-negotiable

<Check>
  **Tips:** One requirement per question. No double negatives. Phrase for clarity when **read aloud** by the AI; consider non-native speakers.
</Check>

#### Minimum amount

**You set:** **minimum value**, optional **unit** (e.g. years, hours per week, certifications). The candidate **passes** if their answer meets or exceeds your minimum. **Dealbreaker** optional.

**Examples**

* Warehouse experience: min **3**, unit **years**, dealbreaker **on**
* Python experience: min **3**, unit **years**, dealbreaker **on**
* Weekly availability: min **20**, unit **hours per week**, dealbreaker **off**
* Safety certifications: min **2**, dealbreaker **on**

<Check>
  **Tips:** Name what you’re counting clearly. Keep thresholds realistic (e.g. don’t ask for impossible years on a new technology). The AI may probe equivalents in follow-ups — still keep the question itself precise.
</Check>

#### Multiple choice

**You set:** up to **four** options, optional **extra context** per option, which option(s) count as **correct** (one or more). **Dealbreaker** optional.

**Examples**

* Shift willingness: options for morning / afternoon / evening / weekends; mark the combinations you require
* Equipment certified to operate: mark required certs (e.g. forklift + pallet jack)
* Languages or stacks used professionally: mark must-haves for the role
* “Comfortable with which databases?”: mark required vs nice-to-have; dealbreaker **off** if flexible

<Check>
  **Tips:** Cap at four options. Use short context to disambiguate. Don’t mark an unrealistic number of options as “correct.”
</Check>

### How to add them

When creating or editing **voice/video** questions:

1. **Add New Question**
2. Open the **Structured** tab (not scored)
3. Choose **Yes/No**, **Minimum Amount**, or **Multiple Choice**
4. Enter question text
5. Configure type-specific fields (expected answer, minimum + unit, options + correct answers)
6. Turn on **Mark as dealbreaker** only if a fail should **disqualify**
7. **Save**

Structured questions **do not** use 1–5 criteria or scoring weights — only pass/fail configuration.

### Mixing structured and scored in one interview

**Example flow**

1. Structured **Yes/No** (dealbreaker): authorized to work in the US
2. Structured **minimum** (dealbreaker): years of required skill
3. **Scored:** challenging project, depth of experience
4. **Scored:** judgment / communication
5. Structured **multiple choice** (no dealbreaker): nice-to-have tool exposure

Structured items **filter** and label pass/fail. Scored items **rank** via the overall score. That combo gives knockouts plus fair comparison on the rest.

### Best practices

* Put **dealbreakers early** so you don’t spend depth on candidates who can’t meet basics.
* **Wording:** specific, unambiguous, one ask per question; test how it sounds **out loud**.
* **Dealbreakers:** only for true must-haves — too many shrinks your funnel.
* **Pilot:** run the interview yourself; have a teammate try it; check pronunciation of technical terms.
* **Multiple choice:** use **additional context** sparingly but clearly — don’t bury candidates in text.

### Common mistakes

* **Unrealistic minimums** (e.g. more years than the tech has existed) — align with the role and market.
* **Compound Yes/No** (“cloud *and* Docker?”) — split into two questions.
* **Too many “correct” MC options** — define what “qualified” actually means.
* **Structured for subjective traits** (“strong leader?” Yes/No) — use a **scored** behavioral question instead.

### Reviewing results

For each structured item you’ll typically see:

* **Pass / fail**
* **What the candidate answered**
* **Short evaluation** explaining the outcome
* **Tie-in to the transcript** where helpful

Structured outcomes sit **beside** the overall score — they **don’t** move the 1–5 aggregate. Failed **dealbreakers** should surface in your workflow for quick filtering and review.

<Check>
  **Tip:** Even without dealbreakers, structured pass/fail fields are easy scan points when comparing candidates — still with **no** impact on the numerical overall score.
</Check>

### Next steps

* [How Scoring Works](../../getting-started/log-in/how-scoring-works) — 1–5 anchors, weights, reports
* [Interview Evaluation](../../tools/ai-settings/interview-evaluation) — Language proficiency rubrics (workspace)
* [Configuring Your AI Interviewer](../../getting-started/log-in/configuring-your-ai-interviewer) — Workflow, questions, voice/video setup

Need something that isn’t covered here? Contact [**support@heymilo.ai**](mailto:support@heymilo.ai).