Structured interview: also known as standardized interview, is a standardized process of evaluating candidates through face-to-face verbal communication between evaluators and candidates by using specific questions, evaluation methods and evaluation criteria according to established evaluation indicators. Its notable features are as follows:
1. Design interview questions according to the structure of job analysis. This interview method requires in-depth job analysis, and it is clear which cases reflect good performance and which cases reflect bad performance at work. Executives will evaluate these specific cases and establish a question bank. The elements of structured interview evaluation involve knowledge, ability, quality, motivation, temperament and so on. , especially the specific problems related to responsibilities and skills, can ensure the success rate of screening.
2. Ask all applicants the same question. The content and order of the questions are determined in advance. There are two common effective questions in structured interviews: empirical questions, which are related to job requirements and the behavior of job seekers in work or life; Situational question, the job-related behavior of job seekers under hypothetical circumstances. Sequence structure usually has the following types of questions: (1) Asking questions from simple to complex gradually deepens the difficulty of the questions, so that candidates can gradually adapt to the interview environment psychologically and fully show themselves. (2) Questions from general to professional content.
3. Adopt a systematic scoring program. A set of systematic and specific scales is designed from the perspective of behavior, and each question has a clear scoring standard. Establishing a systematic scoring scheme for the scoring standard of each question can ensure the consistency of scoring and improve the effectiveness of the structure.
The questions of structured interview include background questions, knowledge questions, situation questions, intelligence questions, behavior questions and willingness questions, and each question has its own characteristics and functions, serving the interview content and elements. In addition, structured interviews are generally conducted within a limited time, and 7-9 examiners test 1 subject at one time. The evaluation is scored according to the elements, and the scores of each element have a scientific structural proportion. The results are summarized by gymnastics scoring method-the scores assessed by examiners, with the highest score removed and the lowest score removed. The arithmetic average of the remaining valid examiners' scores is the interview results of candidates.