Interviews is one of the most common assessment methods in hiring, and for good reasons. It is however important to highlight that what type of interview you use will dramatically impact its ability to predict performance. Research consistently shows that structured interviews significantly improve the ability to predict job performance. A key study by Sackett et al. (2021) highlights the strong relationship between structured interviews and job performance, making them a crucial component of an effective hiring process.
What Are Structured Interviews?
Structured interviews involve a standardized approach to questioning candidates. This means that:
All candidates are asked the same set of predefined questions.
The evaluation criteria are established in advance.
Answers are scored based on clear, objective guidelines.
By reducing bias and increasing consistency, structured interviews ensure a fairer and more reliable assessment of candidates.
The Link between Structured Interviews and Job Performance
Sackett et al. (2021) conducted a comprehensive meta-analysis on hiring methods and their predictive validity for job performance. Their research confirmed that structured interviews have a high predictive validity (0.42), meaning they are among the most effective tools for assessing future job performance. This is because:
They assess job-relevant skills and competencies.
They reduce the influence of interviewer biases.
They allow for better comparison across candidates.
Best Practices for Implementing Structured Interviews
To maximize the effectiveness of structured interviews, consider these best practices:
Define competencies upfront – Identify the key skills and traits needed for success in the role.
Create standardized questions – In Alva you can use the existing standardized criteria library or create your own questions.
Develop clear scoring criteria – Use rating scales to objectively evaluate candidate responses. All of the Alva criterias will have structured scoring criterias included to help the interviewer score the candidates consistently.
Rate during the interview (or immediately after) – To minimize the risk of being impacted by other’s opinion or dilute your assessment, score the criterias before discussing with someone else.