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Structured Interviews
- 1. STRUCTURED INTERVIEWS THE PRE-EMPLOYMENT INSTRUMENT HRD890 HUMAN PERFORMANCE IMPROVEMENT INSTRUMENTATION FAYE SMITH & DANA VALLEY
- 2. Traditional Interviews Not the best way to select candidates Validity studies generally give low correlations of about .15. Considerable strides have been made on the improvement of the interview process with Data Collection Instrumentation (DCI) Situational Interviews Criterion-reference Interviews
- 3. AMP Selection Structured Interview Questionnaire
- 5. Essential Factors of the Structured Interview Gathering reliable information is one key element in conducting useful research. Numerous candidates are asked the same questions in a precise manner. Interview developed with structure asking similar questions provide consistency and allows the interviewer to make more accurate comparisons.
- 6. Face-to-Face Interview Establish a rapport with the candidate Observe and listen carefully Ability to ask more complex questions Effective method when the data collection instrument is extensive. Allows insight regarding candidate opinions about specific management or learning techniques.
- 7. Structured Interview Design Points Standard terminology Systematic interview questions Relevant to the study being conducted. Knowledge of expectation of the study. Describe relevant occurrences accurately. Compare results to standards Determine if procedural change has made a difference. Translate the overall questions into measureable elements as hypotheses or more precise questions.
- 9. More costly
- 10. More Time
- 11. Travel Required
- 13. Questions
Notas do Editor
- Traditional interviews are not the best way to select candidates and Validity studies generally give low correlations of about .15.Since the first introduction of the interview 70 years ago, considerable strides have been made on the improvement of the interview process with Situational InterviewsCriterion-reference InterviewsBoth of these are Structured Interviews which are also called Data Collection Instrumentation (DCI)
- The artifact we summarized was the Accelerated Management Program (AMP) Selection Structured Interview Questionnaire. While structured interviews are most typically used in the pre-employment process, this example is used in conjunction with 7 complementary assessments to evaluate the readiness of candidates for accelerated leadership development. The scoring for each of the questions ranges from 1 (insufficient answer) to 9 (intuitive answer). There is some subjectivity in the 1-3, 4-6, and 7-9 scoring ranges.
- In addition to problem solving and root cause analysis, the evaluator has an opportunity falling into the “communications skills” review to add notes and make suggestions for interview improvement. The final pages provide the evaluator the opportunity to detail observations and then finally succinctly evaluate the candidate.
- Gathering reliable information is one key element in conducting useful research. Regarding human performance, it can be said that past performance is a relatively accurate predictor of future performance. Thus, whether using the tool to compare candidates for initial selection purposes or to measure against high potential selection criteria, this tool allows for a greater consistency. As with any interview, it is important to remember to only ask questions that are relevant to the job.
- The AMP structured interview is conducted Face to Face which allows the interview to establish a rapport with the candidate. Observe and listen carefullyAbility to ask more complex questions. Effective method when the data collection instrument is extensive.Allows insight regarding candidate opinions about specific management or learning techniques
- Specialized types of interviews that are more situational or criterion based help us make the best decision.Standard Terminology – helps researchers understand the introduction of concepts and
- The advantages of the Structured Interview definitely outweigh the Disadvantages. In summary, Dana and I both agree that The AMP Structured Interview is the HRD Instrumentation we prefer.