Structured Interview

Topics: Interview, Semi-structured interview, Structured interview Pages: 9 (2669 words) Published: November 11, 2011
INTRODUCTION Every organisation needs people to plan and implement all its activities to achieve the goals that have been set. Therefore, employees are one of the key resources needed by an organisation and what distinguishes a successful organisation from unsuccessful one is the quality of manpower. This post the importance of selecting the right candidates to that aligned with the organisation objectives. There is variety of methods available to assist in the selection process including interviews, physical test, role plays and team exercises. Usually a range of methods will be used by the organisation depending on the type of job to be filled, the skills of the recruiter and the budget for recruitment. However, most jobs are filled through interviews. The interview is popular because it is more personal than traditional selection assessments (e.g. written tests) and because it can be used to evaluate job characteristics which not easily measured with other procedures (e.g. Oral Communication and Interpersonal Skills).

An interview is a method where company representatives will ask the candidate a series of questions related to the job to determine whether an individual is qualified for the job. Employment interviews can be unstructured, semi-structured or structured. Unstructured interview have the most relaxed rules of the three as each candidates may be asked different questions due to it loose framework. Whilst, a semi-structured interview generally has a framework that allows the interviewer to bring up new questions during the interview as a result of what the interviewee says. Finally, in structured interview interviewee will be asked a standard set of structured interview questions to ensure candidates have equal opportunities to provide information and are assessed accurately and consistently.

Structured interview is commonly used to employ employee in specific area of expertise by an organization for the following reasons: a. Provides deeper analysis/information on interviewee understanding on a particular topic/issues


b. Enable to reliably aggregate and that comparisons can be made with confidence between sample subgroups or between different survey periods through a uniform questionnaire developed c. Allow for large numbers of candidates quickly, easily and efficiently.

Figure 1: Sample of a Model Structured Interview Process Source: U. S. Merit Systems Protection Board, Washington D

There are four types of questions that are frequently asked during this type of interview: a. Background-related questions b. Behaviour-related questions c. Situation-based questions d. Job-related questions

The following sections shall provide further rationalization on different types of questions during structured interview where job position of HR Manager as the case study.


BACKGROUND-RELATED QUESTIONNAIRE Background-related questionnaire is extensively used at the beginning of the interview as an icebreaker and to set a relaxed atmosphere for the candidate. The questionnaires concentration is to enquire about the candidate s work experience, academic qualifications and other qualifications. The sample of questionnaires is as follows: 1. Tell me about yourself Area of focus: Creativity and Background/Qualification Almost all interviews usually start with this question. Even though, it is written in the candidate s CV, this open ended question is meant to challenge candidate to be creative in presenting self to convey relevant information. This question also is

about assessing the relevancy of the qualification of the candidates to the job. The answer should make some impact to the interviewer to ask further questions. It is also represent first impression of interviewer towards interviewee. 2. What are your strengths and weaknesses? Area of focus: Personal Behaviour Profiles This is a hard question to many. The primary purpose for this question is to evaluate the candidate s ability to...
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