Structured interviews: also known as standardized interviews, is based on the development of evaluation indicators, the use of specific questions, evaluation methods and evaluation criteria, strict compliance with specific procedures, through the assessment of personnel and candidates face-to-face verbal exchanges, the evaluation of candidates for the standardized process. Its distinctive features are:
1. Interview questions are designed according to the structure of the job analysis. This interview method requires an in-depth job analysis to clarify which instances in the job reflect good performance and which instances reflect poor performance, and the executive evaluates these specific instances and establishes a question bank. Structured interviews measure elements related to knowledge, ability, quality, motivation, temperament, etc., especially specific questions about duties and skills, which are more likely to ensure the success of the screening.
2. The same type of questions are asked of all candidates. The content of the questions and their order are determined in advance. Two common types of effective questions in structured interviews are: experience-based questions, related to the requirements of the job and the behavior of the job or life that the applicant has experienced; and scenario-based questions, in a hypothetical situation, the behavior of the applicant in relation to the job. There are usually several order structures for questioning: (1) from easy to complex questions, gradually deepening the difficulty of the questions, so that the candidate gradually adapts psychologically to the interview environment in order to fully present himself. (2) From general to specialized content of the question.
3. Adopt a systematic scoring procedure. From the behavioral point of view to design a set of systematic and specific scales, each question has a definite scoring standard, for each question scoring standard, the establishment of systematic scoring procedures, can ensure the scoring consistency, and improve the structural validity.
The question types of structured interviews include background questions, knowledge questions, situational questions, intelligence questions, behavioral questions, and willingness questions, each with their own characteristics and functions to serve the content and elements of the interview. In addition, structured interviews are generally time-limited, with 7-9 examiners testing one subject, one at a time. Evaluation by element scoring, each element of the score has a scientific structure of the proportion, the results are summarized using the gymnastic scoring method - the examiners assessed scores, remove a maximum score, remove a minimum score, the remaining valid examiners assessed scores of the arithmetic average, for the candidate's interview results.