Structured interviews: method matters more than gut feeling
Twelve meta-analyses point the same way: the structured interview is more reliable and valid than the unstructured one. Yet the studies reviewed use, on average, only about six of the eighteen elements of structure identified.
Twelve meta-analyses point the same way: the structured interview is markedly more reliable and valid than the unstructured one.
In their reference review (2014), Levashina, Hartwell, Morgeson and Campion identify up to eighteen elements of structure: the same questions for every candidate, a scoring grid defined in advance, evaluator training… Across the 103 articles analysed, an average of about six were used.
Structuring is not making an interview rigid: it is comparing candidates on the same criteria, and being able to defend a decision afterwards.
Source: Levashina, J., Hartwell, C. J., Morgeson, F. P. & Campion, M. A. (2014). The structured employment interview: Narrative and quantitative review of the research literature. Personnel Psychology, 67(1), 241–293.
Read time: 2 minutes. The article is in the first comment.
How many of these elements do you apply in your interviews?