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.<\/strong><\/em> 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). 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\u2019ve touted the benefits of using a structured […]<\/p>\n","protected":false},"author":2,"featured_media":9364,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[75],"tags":[],"class_list":["post-2807","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-tips-and-tricks"],"acf":[],"yoast_head":"\n
\nIn previous blogs and newsletter articles we\u2019ve 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\u2019s important. To begin with, structured interviews often allow for the following:
\nA process that permits sufficient and standardized time for candidates to prepare.<\/p>\n\n
\nUsing structured criteria to evaluate a candidate\u2019s 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.
\nGiving 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\u2019s enough time for selection committee members to take notes and include observations for future explanations of decisions.
\nStructuring 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.
\nHave questions about how to structure an interview process, create standardized questions, or evaluate a candidate? Call, e-mail, tweet, or comment below, we\u2019d love to hear from you!<\/p>\n","protected":false},"excerpt":{"rendered":"