In Ohio I have tested at the local, county and state level. They all called a structured interview any of a variety of union- approved interview approaches:
a) I have had a structured interview that consisted of a opportunity for 50+ “interviewees” to stand and make a 1 minute elevator pitch, that was followed by grammar/spelling test, math test,Word/Excel test and a tax return scenario to complete. Hired solely from test results and elevator pitch. Even if they say it is an interview it may just end up being a test if there is a large pool to narrow. Dress for an interview even if it is a group interview. They'll literally be looking for anything to thin the pack.
b) I have had structured interviews that were random, finely detailed technical procedure tests that absolutely nobody outside of the actual position's proximity could ever have a hope to pass (i.e. exact form numbers, internal deadline time frames, exact workflow procedures, esoteric code citations). These were for show to place an internal candidate while meeting union requirements to test consider all qualified candidates.
c) Panel interviews with the direct supervisor, their supervisor and at least one other person from HR. The structured interview may or may not include testing. Tests have ranged from generic accounting fundamentals to specific fund accounting entries and intermediate equations (%, means/mode/median, allocations, word problems) to the essential principles of audit (the risk equation, ticking/tying, audit plan basics). The “structured” part comes in where each and every candidate is given the same set of predetermined questions to answer. The panelists generally take turns asking, and each one records their personal interpretation of your answer. The trick is to pretend they have no standalone information about you. Treat every question as if they were determining your value based strictly on that question. Sell yourself hard in brief snippets, as they are literally interpreting and writing your responses at the same time. Focus on facts, achievements, education, transferable skills, related experiences and your desirable behaviors/traits and present them like bullet points so the interviewers are certain understand and then to record ALL of each point.
d) Sequential one-on-one conventional interviews, followed by an assessment if you make it to the pool of final candidates. Usually they ask questions from an approved list, but it is not as tightly controlled and more free flowing like a private sector interview. Often a simple writing sample is required, along with simple Excel exercise.
The major difference that I have found is the wacky questions so popular in private industry don't appear in a structured interview. Nobody asked me what kind of flower I would be or how I would build a chocolate house in AZ. Basically, a large proportion of civil servants are career civil servants. They want technical proficiency, but they love “get along skills” and will hire the person they think will fit in best for the next couple decades.
Hope that helps and good luck!
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