We’ve known for a century that structured interviews outperform unstructured ones for predicting a candidate’s success and reducing bias during the candidate selection process.
A structured interview is not a specific type of interview. Instead, it’s about a necessary level of planning and organization. You can add small or large amounts of structure to any interview to transform it from an unstructured to structured interview.
So, what counts as structure in an interview anyway?
- Use the same questions for all candidates. This simple act of asking the same questions for all candidates adds structure and helps you compare candidates to each other better. interviewIA’s platform allows you to use the same scorecards with each candidate until you are ready to make a decision.
- Require scoring during the interview. When you require interviewers to evaluate candidate answers during the interview (instead of waiting until afterward), you add another level of structure. interviewIA makes it easy to conduct interviews, take notes with a click, and score candidate answers immediately.
- Systematically score applicants responses to questions. Answers to interview questions are typically long. Have interviewers judge those answers on a scale between 1 and 5. interviewIA scorecards help interviewers listen for the right information and decide on a score.
- Competency-based interviews. You can complete a job analysis to determine what skills and qualities are required for the role. Put those skills into the interviewIA builder to create scorecards filled with questions that match your specific competency needs.
When you use interviewIA’s smart scorecards and conduct your interviews in the system, you will automatically be using structured interviews.
Sign up your hiring team for a free collaboration account today.
Learn how using structured interviews can speed up your hiring process while maintaining confidence in your hiring decisions: Keys to Speeding Up Your Hiring Process