When interviewing candidates for a position, steer away as much as possible from factual, close-ended questions that require a yes or no response. Instead, try to get the candidate talking by using open-ended and behaviour-based questions. Show
Open-ended questions require the applicant to offer more detail and demonstrate their communication skills (for example, “Tell me about a time…”). Behaviour-based questions require the applicant to hypothesize what they would do when presented with a realistic workplace scenario. This type of framework showcases their judgment and decision-making skills. The list below offers some sample open-ended and behaviour-based interview questions.
Want to learn how to understand and talk to your customers? Join us for our next cohort of the Customer Development Immersive. Learn more about Customer Development Immersive Updated on November 30, 2019 Photo: J.A. Bracchi / Getty Images A structured job interview is a standardized way of comparing job candidates. The employer creates interview questions focused on the skills and abilities the company is seeking. Each interviewee is asked the exact same questions, in the exact same order. The employer also creates a standardized scale for evaluating candidates. Every interviewee is ranked on the same scale. Benefits for EmployersEmployers use this interview format when they want to assess candidates impartially. Because questions are pre-determined, and there is a ranking system, there is little chance for unfair or subjective assessment. It helps interviewers avoid any legal issues related to unfair hiring practices. A structured job interview also allows the employer to focus on the specific skills and abilities required for the position. With questions focused on specific skills, this interview style is often considered a more effective way of testing a candidate’s potential performance on the job. This interview format also allows employers to assess hard-to-measure skills, like interpersonal skills and oral communication. Benefits for CandidatesCandidates can also feel confident that they are being judged on their skills, rather than any subjective factors. Because the questions are the same for every candidate and asked in the same order, every candidate knows he or she has an equal opportunity to provide the same information. Types of Questions AskedQuestions vary, of course, depending on the job, and all questions relate to the position's requirements. Typically, however, structured job interview questions are open-ended. Often they are behavioral interview questions, which ask about how a candidate has handled a work-related situation in the past. These interviews can also include situational interview questions where the candidate is asked how he or she would handle a hypothetical work situation. Examples of QuestionsWhile questions vary based on the skills required for the specific job, here are some common questions for a structured job interview:
How Interviewers Rate CandidatesThe way an interviewer rates candidates in a structured interview can vary. However, there is always a common rating scale for all candidates. Typically, the interviewer rates the candidates’ skill level in a few key competencies. These competencies might include key hard or soft skills necessary for the job. How to PrepareMake sure you know how your skills and qualifications fit the particular job. Also, look back at the job listing, and underline the job requirements. Then, make a list of your skills and abilities that match those requirements. Make sure you are prepared to explain how you have demonstrated those skills and abilities in the workplace. Also, review some common interview questions, as well as common interview questions for a particular job. Which type of structured interview describes hypothetical situations and asks applicants what they would do?Situational questions present applicants with a hypothetical situation relevant to the position and ask how they would respond. The situational interview question is based on the premise that people's intentions are predictive of their future behaviour.
Which type of interview involves questions about how applicants might handle specific job situations?A situational interview is one in which the candidate is given a sample situation and is asked how he or she might deal with the situation. In a behavior description interview, the candidate is asked questions about what he or she actually did in a variety of given situations.
What is structured unstructured interview?A structured interview is a type of interview that relies on a set of standardized and premeditated questions in order to gather information. On the other hand, an unstructured interview is a type of interview that does not rely on a set of premeditated questions in its data-gathering process.
What types of interviews are structured?A structured interview is a type of quantitative interview that makes use of a standardized sequence of questioning in order to gather relevant information about a research subject. This type of research is mostly used in statistical investigations and follows a premeditated sequence.
|