Structured interview free essay sample

Describe the structured interview. What are the characteristics of structured interviews that improve on the shortcomings of unstructured interviews? Develop one original situational question and an accompanying rating scale using benchmark responses with assigned values to be used in a structured interview. Be sure to note the task you are targeting for the Job. Structured interviews are interviews that ensure the applicant to have an equal opportunity to provide information and to be assessed accurately and consistently. It is the mean of collecting data through an interviewee not paper and pencil. Some of he more prominent characteristics are the following: 1) questions are based on Job analysis, 2) the same questions are asked of each candidate, 3) the response to each question is numerically evaluated, 4) detailed anchored rating scales are used to score each response, and 5) detailed notes are taken, particularly focusing on interviewees behaviors. 459) Questions for the applicant are created prior to the interview with very few open-ended questions. We will write a custom essay sample on Structured interview or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page It is not a free flow style as the unstructured interview can be. It provides the precision and reliability required for certain situations and KSAOS. The structured have higher levels of validity (assessment method intended to measure Job performance) and reliability (rating consistency among interviewers) compared to unstructured interviews. Structured interviews have demonstrated a high degree of validity, reliability and legal defensibility. It is important that all members of the interview team be properly trained on how to conduct structured interviews and how to assess applicant to ensure fairness in the staffing process. There is a disadvantage to this method that the nature of this style reminds applicants that they are in an evaluation situation nd will want to show themselves in their best way. Therefore, the applicant may try to filter the information they provide. The unstructured interview can be more attractive and it is used more often than any other method, but it has little value in predicting Job performance. The questions are open end questions that are unplanned and quick because the interviewer did not prepare for the interview. Rather than being based on the requirements of the Job, questions are based on the interviewers trying to find out more about the applicant than about the Job. 58) Reliability and validity is relatively lower then structured and it leaves the applicants reactions with a negative feeling about the Job. Besides adversely affecting the validity and the reliability, the lack of standardization in interview procedures and question also makes the unstructured interview susceptible to legal challenges. (Terpstra, Mohamed, and Kethley 1999; U. S. Merit Systems Protection Board, 20032) The benefits for consistently selecting quality applicants and reducing the risk of legal challenges far outweigh any costs of adding structured interviewing to the