Structured interview

There are different kinds of methods of interview, and depending of which one you use you might be able to get important information about candidates for a job. Here you are going to read more about the structured interview, which is an important tool used during deciding or getting the best postulants for jobs.

Structured interview

Definition:

The structured interview can be defined as a list of questions that is asked to a postulant to a certain job or position, this list of questions is asked in a determine order so the person who is interviewing can handle a large quantity of applicants. The questions are about a well selected topic in which he can see the results clearly and without mistakes, also the person who is interviewing can explain the questions to the interviewer or postulant in order to avoid misunderstandings and confusion during the time of responding the questions.

The Structured interview as any other methods has pros and cons:

Pros:
  • The person who is interviewing will find out how easy or difficult the person or candidate who is interview can understand the topic of the interview.
  • This kind of interview can be used as a way to know how comfortable a candidate is with certain topics, so if the interviewer decides to select person, the next and deeper examination can avoid uncomfortable topics.
  • Also it can determine qualities of interviewers that can be investigate more.
  • The interview consist of making a list of question to the candidates in a determine order, so it is very easy to get a model or standardize.
  • The method provided a reliable quantitative data.
  • The method can be pretty helpful, because the interviewer can contact large numbers of people, in a short time and in an efficient way.
  • This method can save a lot of time, and create a code to interpret each and every interview is the best way of read them.
  • The interviewer will gain a close relationship with the candidate, for so it is important that the answers to the questions reveal if the candidate is the best or if he fits for the needs of the interviewer.
  • Since the questions are close-ended, the researcher avoids having a great spectrum of answer and standardizing the responses of the appliers.
Cons:
  • The method works like statistics, so if the sample is very large the time of review can be very large.
  • Depending on how well the interviewer formulates the questions, the information will be great or poor. No questions can be added or deleted.
  • As the questions are very important in the interview, the amount of time planning this is very large.
  • The list of questions does not reflect on how the person, who is doing the interview, is. Even if open-ended questions are asked there are not a high possibilities to know a how is a candidate.
  • Most of the questions do not allow the candidates to unwind during answering a question. That is why a deep answer is difficult to find.
  • As the interviews are in the presence of the agent or the one in charge, so some responses might be influenced by his presence.
  • As the questions are planned in advance, and list will get important information and not important information.

How reliable is this method?

The level of reliability of this method is good, but depend a lot of the list of questions that are asked, so it can be resumed as that the reliability of the method depends on the criteria that the designers of the questions have.

How valid is this method?

As the questions that are going to be asked are formulated before each interview, the method validity is not very high. Also it is because that the information that can be obtained is not deep and that no candidate can be analyzed pretty well.

How easy is to generalize the results using a structured interview?

It is depending on how easy is to the sample can be analyzed because if the sample is analyze quick then the generalization is expected to be quick as well.

A Structured interview is recommended if you are going to use it for obtaining general information about the candidates (if it is for a job interview), but it is not recommended when you are trying to know more about the candidates, their skills, virtues, thoughts, shortcomings, criteria and how they are in real life.