The structured Interview – Part 2
Why is a structured interview your best choice?
This is the second article of a three-part series that provides an overview of the structured interview. This article will discuss why the structured interview is a crucial step of your hiring process.
In previous blogs and newsletter articles we’ve touted the benefits of using a structured interview rather than one that is unstructured. Now we need to explain some of the reasons for that recommendation so you know why it’s important. To begin with, structured interviews often allow for the following:
A process that permits sufficient and standardized time for candidates to prepare.
- Structured criteria that lead to more accurate evaluations.
- Increased accountability due to same process being used for all candidates.
- Standardized process that provides time to record observations and reduce bias.
A process that is standardized and provides candidates with enough time to review interview materials, take notes and prepare for the interview can increase selection accuracy and reduce gender bias (Bauer Baltes, 2002; Blair Banaji, 1996; Martell, 1991).
Using structured criteria to evaluate a candidate’s performance makes it easier to compare responses amongst all potential employees and leads to a more accurate evaluation (Martell Guzzo, 1991). Using criteria that is based on job requirements ensures that your new hire will be the best fit for the positon.
Giving all candidates the same amount of time to prepare and using the same standardized criteria increases the overall accountability of your interview process. Ensure that there’s enough time for selection committee members to take notes and include observations for future explanations of decisions.
Structuring your process with sufficient time for recording observations based on previously identified standardized criteria can also reduce bias on the part of the interviewer (Bauer Baltes, 2002). Check back next week for more details on the human bias that a structured interview can help mitigate.
Have questions about how to structure an interview process, create standardized questions, or evaluate a candidate? Call, e-mail, tweet, or comment below, we’d love to hear from you!
