A structured interview involves a predetermined set of questions asked in the same order for all job applicants, with a standard guide for recording and ranking responses. It can help avoid bias but may limit informal conversations and assessing creativity or communication skills. It is used by government agencies and requires preparation and knowledge of the company.
A structured interview is one of several possible types of interviews for a professional position. The format usually depends on the goals of the hiring committee. There is usually a predetermined set of questions that are asked in the same order for all job applicants. The interview process usually includes a standard guide for recording and ranking candidate responses. Generally, interviewers agreed in advance on what constitutes a satisfactory answer. This type of interview can have advantages and disadvantages.
Typically, the goal of a structured interview is to provide a “level playing field” in which all candidates are asked the same questions in the same order. Ostensibly, this interview method can help the hiring organization avoid bias in its hiring process. Interviewers can gather basic data quickly and compare candidates’ responses to each question. Many human resource professionals feel that a structured interview is more reliable and valid than an unstructured interview, which tends to be more subjective.
A possible downside to a structured interview is that it typically does not allow for informal conversations. It can be challenging for interviewers to move the discussion in a different direction despite the candidate’s response. As the interview is limited to specific questions asked in a specific order, it can also be difficult to assess the candidate’s creativity or communication skills.
Before creating structured interview questions, most hiring committees or interviewers conduct a review of the open position and your overall role in the organization. This can help them decide on the criteria for evaluating a candidate’s responses. They can, for example, identify the competences sought by the organization and then elaborate relevant questions to assess these competences. Most interviews include behavioral or situational questions, or a combination of both. Short, clear questions are usually asked, and then responses are typically graded using a point system.
Several types of organizations use structured interviews in their recruitment processes. National and local government agencies are an example of agencies that often use this type of interview to screen candidates. When preparing for a structured interview, it often helps to practice answering different types of questions. Job seekers generally must be ready for a single interviewer or a panel. Candidates can sometimes request the questions in advance or at the beginning of the interview. Finally, it’s usually helpful to know the company you hire, or at least be aware of the general expectations of the job.
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