Interviews Are Not All Created Equal

Structured interviews use a variety of elements and mechanisms to help the interviewer constructively differentiate among job candidates. Research shows that structured interviews have significant edge in predicting on-the-job performance

Studies have consistently shown that without a structured interview process that interviewers are inappropriately influenced by factors such as the performance of previous candidates and personal feelings about a candidate.





Elements of a Structured Interview:

1. Base questions on job analysis; functions and duties, competencies, knowledge, skills, abilities needed to perform the work
2. Ask effective questions; usually open-ended and behavioral in nature so they will elicit useful responses
3. Ask each candidate the same questions
4. Use detailed rating scales
5. Train interviewers
6. Use interview panels; more than one person conduct interviews with each candidate
7. Take detailed notes to discuss with interviewers and others involved in hiring decision
8. Assess candidate responses objectively - use rating scales and use the ratings to score candidates

Structure interviews have several other advantages that contribute to their effectiveness, advantages that are not merely theoretical; fairness and objectivity, professionalism, compliance, acceptance and defensibility.

The source for this material is from MuRF's Building an Elite Workforce manager/leadership training program. To learn more about this training and how it can help your company achieve better results, contact Danny Smith at Danny@DannyLSmith.com or 512-773-6528.


To that end....

Danny