Looking for fresh talents eager to join your organization may be an easy feat, but sifting through them and choosing the qualified ones is a different matter altogether. To help employers in gauging the capabilities of each candidate, interviews are conducted, whatever form they may take.
When it comes to what the best interview strategy is, employers and hiring industry experts are divided. Some say that panel or group interviews help organizations acquire the best talents, while others say that video interviews are the next big thing in interviews. In the end, however, staffing agencies in Orange County find that the structured interview is the most effective method.
Not Predictive of Performance
Laszlo Bock, Senior Vice President of People Operations at Google, find that most interviews are ineffective because most of the time is being spent on confirming whatever impression an interviewer has. In fact, he finds unstructured interviews bad at predicting how a talent will perform once hired.
In structured interviews, on the other hand, questions are often based on a requirement analysis or a competence profile. These, in turn, will serve as an orientation for the creation of an interview guideline, which will then have a package of competence dimension that candidates will need to meet.
Types of Structured Interviews
Bock lists down two types of structured interviews, namely behavioral and situational. The former asks candidates to describe prior achievements, which will then be matched to what they are expected to fulfill in the current job. The latter, on the other hand, will present candidates a job-related hypothetical situation. Their answers will then be assessed based on their veracity and thought process.
Structured interviews, according to Bock, can be predictive even for unstructured jobs. He also discovered that both interviewers and candidates perceived structured interviews as fair. Moreover, structured interviews can be the best way for HR departments to ensure that they are complying with all government hiring regulations and prevent discrimination among candidates.
Difficult to Develop
On the other hand, even Bock agreed that structured interviews are hard to develop. Other than writing and testing these interview questions, organizations must also ensure that their interviewers will stick to them. Structured interview questions also need to be continuously refreshed to avoid cheating in the part of the candidates.
In the end, though, structured interviews present a better option to acquiring the best talents. Questions for this kind of interview may seem generic for some, but these present a consistent and reliable basis for choosing your pick among candidates. You can have a better chance of acquiring great talents when you work with a staffing agency that knows your needs.
Here’s Google’s Secret to Hiring the Best People, Wired
VidCruiter Shows Us Why Interviews Need to be Structured, Recruiter.com