A structured interview makes sure a manager can determine how much of what the candidate says reflects genuine attitudes and behaviour, and how much is related to just trying to get the job. This is extremely difficult to do in the short period of the interview without a structured approach.

Assessing job behaviours

Some people are skillful at being interviewed; however, being skillful at interviews does not relate to job success and often confuses the interviewer into thinking that such skillfulness will translate to job success. To make interviewing even more difficult, candidates today have access to extensive information and training related to how answer specific questions and how to “ace” interviews.

Without the use of an accurate job behaviour assessment tool prior to interview stage, unconscious biases prevail during interviews with the tendency for the hiring manager to recruit in their own image or on how well they like the candidate – rather than the actual job requirements and team fit.

With an accurate job behaviour assessment tool interviews are transformed into a genuine discussion about the person’s real fit for the job as well as the person’s likely level of job satisfaction. In addition, when the questions relate directly to specific job requirements, any accusations of discrimination are more defensible.

Most behavioural assessments measure only 10 to 30 traits and consequently only a few traits will actually relate to job performance – which is not nearly enough to predict job success. No organisation wants to hire average people using as assessment that was designed around general requirements and expected norms that were completely unrelated to job success.

The structured interview

A structured interview used in conjunction with a quality assessment tool is far more reliable in predicting future performance than just interviews on their own. Crucially, a structured interview counteracts the biases and blind spots of the interviewer which often means the ideal candidate is overlooked or ignored.

The structured interview guide which provides a consistent scoring method for each behavioural competency required for the job, and transforms the interview into a productive discussion related to the candidate’s employment and development needs, and what factors are more likely to engage and retain them.

The Harrison job interview guide

HATS automatically produces a specific job interview guide to ensure high quality and consistent interviewing which then automatically calculate the results based on the Job Success Formula for the role.

The questions are selected and weighted and can be fully customised to fit any job specific requirements.

Harrison Assessments’ interview checklist:

  • Improves the interview quality by providing interview questions related to the behavioural competencies that have been proven to be related to success for specific job functions.
  • Provides a library of job interview questions based on more than 6500 researched Job Success Formulas which enables you to quickly and easily select high quality eligibility questions and scoring options for your specific job.
  • Provides the structure that makes interviews more predictive.
  • Ensures all important questions are asked for each applicant.
  • Provides customisable scoring options for each question.
  • Facilitates high quality of systematic and consistent interviewing.
  • Enables the interview results to be easily incorporated into the overall assessment results and reports.
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