A structured employment interview is a tool for measuring job-related competencies of candidates. Structured interviews are specifically designed to help interviewers fairly and effectively inquire about candidates’ past behaviors in critical work experiences and/or their intended behavior in critical hypothetical work situations. In a structured interview all candidates are asked the same questions about the same set of job-related competencies, and then scored on the same set of criteria.
Structured interviews are better than “unstructured” interviews because:
+ Asking all job candidates the same set of questions about their past behaviors more accurately and more fairly predicts their future work performance.
+ It is very easy for candidates to see that structured interviews are job-related and fair, and they usually give candidates a more favorable impression your business and the professionalism of your interviewers–which in turn, usually increases interest in working for your business and doing business with your organization.
+ Evaluating all job candidates on a behaviorally anchored rating scale makes it easier to gather opinions from multiple interviewers and get better quality information about candidates–and interviewers don’t have to rely on faulty memories to compare several job candidates fairly.
+ Building a structured interview with your work team before doing any hiring interviews also helps clarify what everyone expects someone in that job role to actually do and what successful performance should look like for a new hire in that job–this makes managing personnel in that job easier because the performance expectations are more clear for everyone.
If you would like more guidance designing a structured interview to hire new employees for your business, please contact us using our Contact Form.