How to structure an interview?

Introductions. The structure of your interview should start with introducing yourself to the candidate. Tell them your name and involvement in the hiring process.

Profile. Lead the conversation by learning more about the candidate. Make sure you have the candidate’s resume in front of you.

Motivations. After you learn the candidate’s story,you should understand the candidate’s values and interest level.

Skills. You need to be sure the candidate can succeed at the client’s company. Have the candidate describe how their expertise matches the job requirements.

Cultural fit. For a placement to be successful,the candidate must fit in with the client’s company. Check that the candidate’s values align with the client’s mission.

Client’s business and job description. The candidate is not the only person in the room trying to impress.

Salary. If the candidate’s salary expectations don’t match what your client is willing to offer,there won’t be a placement.

Questions. Open the conversation up to questions. Let the candidate ask questions and clarify issues that might have come up.

Conclusion. Discuss the next steps in an effective interview process. Let the candidate know when you will contact them,what happens next,and if you need additional resources.

What is an interview structure?

Structure. A structured interview also standardises the order in which questions are asked of survey respondents, so the questions are always answered within the same context. This is important for minimising the impact of context effects, where the answers given to a survey question can depend on the nature of preceding questions.

When to use structured interviews?

The structured interview is used for validating results when the number of candidates is quite large. Unlike unstructured interview, which is used to probe personal details of the candidate, so as to judge if he is the right person for the job.

What occurs during a structured interview?

Job analysis. For each position,you have to use job analysis to match skills to job tasks.

Define requirements. Now that you have a list of requirements needed for the position,you need to provide a full definition for each one.

Develop lead and probing questions.

Determine grading scale.

Conduct the interview.