Structured interview
A structured interview asks every candidate for a role the same core questions, in the same order, scored against the same predefined criteria. Decades of research find structured interviews substantially more predictive of job performance than unstructured conversations.
The mechanism is straightforward: if two candidates are asked different questions, you have no basis for comparing their answers, so the decision falls back on impression and rapport — both of which correlate poorly with performance and strongly with similarity to the interviewer.
Structure does not mean rigidity. Good practice is a fixed set of core questions plus freedom to follow up, so every candidate is assessed on the same ground while the interviewer can still probe what is interesting.