The purpose of any selection interview is to provide an applicant with a fair opportunity to demonstrate the KSAPCs and experiences that qualify them for the position. While the interview is the most commonly used component of selection systems, it can also be the most misunderstood and misapplied. Handled poorly, an interview can not only be ineffective, but may also have unintended adverse impact. Otherwise qualified applicants may be eliminated if the many variables contributing to a successful interview are not implemented properly. Because an interview, by nature, will not measure characteristics of the entire applicant, it should be used in conjunction with the other selection procedures. A structured interview can serve as a useful supplement to the other selection procedures to allow the employer to gain valuable insight regarding certain aspects of an applicant’s KSAPCs. It is different from unstructured interviews in that the same questions are asked of every applicant in the same way to ensure that all applicants are assessed using the same criteria. Learn more about the BCG Institute for Workforce Development by going to www. BCGInstitute.org Visit http://bcginstitute.org/?AIBookSeries to learn about the Adverse Impact and Test Validation webinar series based on Dr. Biddle's book.

1. Developing, Validating, and
Analyzing Structured Interviews
BCGi: Adverse Impact & Test
Validation Book Series

2. What are Structured Interviews
and How are they Scored and Analyzed?
• Structured Interviews are oral interview sessions for hiring or
promotional selection processes
• They are different than many ad-hoc, informal interviews in both
the way they are given and how they are scored
• Structured Interviews can include several types of questions:
– Situational questions
– Behavioral questions
– Competency-based questions
• And typically involve several raters and pre-defined scoring
routines
www.BCGinstitute.org

3. Why is this Topic Important to HR/EEO Professionals?
• Why do I need to know about this topic?
– Yes… Interviews are “tests” and they are also subject to Title
VII validation laws and are frequently litigated
– Informal, ad-hoc interviews are generally not as effective as
validated, structured interviews
– There is a process for building and developing strong
interviews, but many employers don’t take the time
• What are the key essentials I need to know about this topic?
– Structured interviews are not too difficult to develop
– Using multiple raters and rating scales can improve the
effectiveness and validity of your interview process
• What are the consequences surrounding these issues?
– Ad-hoc, informal interviews can possibly introduce liability and
lower the quality of your workforce
– The “start up” cost of a validation case is $30k to $80k
www.BCGinstitute.org

4. Presentation Overview
• Overview & Background
• Methods for Improving the Interview Process
• Types of Questions to Include in Structured
Interviews
• Steps for Developing Situational Questions
• Administering and Scoring an Interview
www.BCGinstitute.org

5. Presentation Overview
• Methods for Improving the Interview Process
– How valid and reliable the interview is may be highly
specific to both the situation and to the rater.
• Types of Questions to Include in Structured
Interviews
– Situational questions
– Behavioral questions
– Competency-based questions
www.BCGinstitute.org

6. Presentation Overview
• Steps for Developing Situational Questions
– We’ll cover 13 steps that are typically involved in the
Interview development process
• Administering and Scoring an Interview
– Selecting raters
– Training raters
– Assembling panels
– Administering/scoring the interview
– Combining applicant scores from multiple panels
www.BCGinstitute.org

7. Resources
• Adverse Impact and Test Validation: A Practitioner's
Handbook by Daniel A. Biddle, Ph.D.
– Purchase online at www.BCGinstitute.org
• Adverse Impact and Test Validation Book Series Webinars
– Recordings available online for all BCGi Platinum Members
– Webinar slides available online to all BCGi Standard & Platinum
Members
• BCGi Membership
– Free Standard Membership
– Premium Platinum Membership
www.BCGinstitute.org

8. About Our Sponsor: Biddle Consulting Group (BCG)
BCG is an HR firm dedicated to providing the highest products and services related to
Equal Employment Opportunity (EEO), Affirmative Action and Employee Selection.
• BCG’s Consulting Services
― Affirmative Action Plan Outsourcing
― Compensation Analysis
― EEO/AA Litigation Support (Plaintiff and Defendant)
― Job Analysis
― Test Development and Test Validation
• BCG’s Software Products
― Adverse Impact Toolkit™
― AutoAAP® affirmative action plan development software
― AutoGOJA® job analysis software
― C4 call center testing software
― COMPARE™ compensation analysis software
― CritiCall® dispatcher/call-taker personnel selection software
― ENCOUNTER soft skills video situational judgment testing software
― OPAC® office skills testing software
― TVAP™ Test Validation & Analysis Program software
www.Biddle.com