Structured Interview: Numerical Benefits & Predetermined Format - Free Essay Sample

Introduction

A structured interview is a form of consultation whereby all participants are asked the same questions. In this case, a structured interview uses the same predetermined format for all candidates. As such, questions that are integrated into the process are linked to a job, and response requires an understanding of a certain role in an organization (Fried 134). Additionally, all questions that are presented in the session are planned in advance. A structured interview is associated with numerous benefits. For instance, due to similarity in questions, it is easier for the interviewer to compare a large number of candidates within a short period. The approach gives companies an opportunity to employ candidates with the highest interview score (Fried 134).

Is your time best spent reading someone else’s essay? Get a 100% original essay FROM A CERTIFIED WRITER!

Save 25%

Situation Interview Questions

Situation interview questions are applied when an interviewer wants to understand how an applicant can handle a particular condition that may occur in the workplace. In most cases, these forms of questions are used to test how a candidate can handle a particular hypothetical work scenario (Fried 134). As such, situation interview questions are deployed to evaluate the capability of a candidate to deal with arising issues in an organization. Therefore, it is easier for a manager to understand how a participant can react to the pressure that occurs within an organization (Fried 134). Additionally, situational interview questions are deployed to review the creativity and response among the candidates. As such, candidates are given the opportunity to analyze and reflect on what they have learned and use the knowledge to solve the situation issue.

Behavioral Interview Questions

Behavioral interview questions focus on how a candidate had previously dealt with an issue similar to the present problem. In this case, a behavioral interview question requires a candidate to use the knowledge they used to tackle a previous issue to deal with the current matter at the workplace (Fried 134). A behavioral interview differs from a situational interview question in a manner that relies on previous skills and approaches deployed to handle a situation (Fried 134). As such, a behavioral interview requires a candidate to remember past experiences and demonstrate how to deal with a particular issue. However, a situation interview question allows a candidate to analyze and critically establish ways to deal with a problem. In this case, the management uses different techniques to evaluate the same thing among the candidate. As such, the ability to deal with the issue is a key aspect that the interviewers focus on when they deploy these forms of interview questions (Fried 134). However, a behavioral interview question helps the manager to evaluate how the root understanding of a particular issue that may be experienced in the workplace.

Questioning Aspects

When questioning aspects related to parental status and family responsibilities, there is numerous state that an interviewer may engage in inappropriate content such as, “are you pregnant?” (Fried 137). In such a condition, the interviewer may violate privacy rights, which may hinder how a candidate responds to questions. Normally, privacy is a critical aspect that affects the connection between parties. Therefore, engaging activities that violate the aspect may influence the interviewers to employ unfit individuals after a competent individual loses hope toward the system (Fried 137). Engaging such as inappropriate questions in the interview may hinder management from acquiring some crucial traits for the process. On the other hand, an organization may engage appropriate questions such as, “Travel is a crucial aspect of this job. Will you be willing to travel when the need arises?” (Fried 137). In this kind of question, candidates develop confidence with the management, and this influences how they respond to the condition (Fried 137). Therefore, the application of these forms of questions impacts how candidates engage cognitive reasoning when responding. Therefore, the validity of questions is a critical aspect that management should examine before subjecting candidates to an interview.

Team Interview

A team interview is a form of questioning, in which several candidates gather at the same place and time, and the evaluation process is conducted in a broad perspective. In most cases, team interviews take place as a meeting, and candidates are given the same chances to respond to questions, which assist in demonstrating their skills and knowledge toward a particular field (Maurer 1). In organizations that highly value collaboration, the application of a team interview has been perceived as a crucial way of acquiring competence individuals (Maurer 1). As a way of improving the decision, management engages observation as a way of identifying individuals with high collaborative and interpersonal skills (Maurer 1). Therefore, the approach provides management with an opportunity to identify candidates that focus on team success. Additionally, the approach provides management with the opportunity to understand a candidate with the highest skills and experience toward team performance as it allows candidates to show their confidence when working as a group (Maurer 1). Engaging several candidates together helps the management to evaluate them equally, and this helps to reduce biases that may occur among participants.

Conclusion

Thus, a structured interview helps to reduce any form of biased opinions as candidates are provided with equal chances regardless of their social and ethnic background. Therefore, the approach creates a comfortable relationship between the parties, thus improving the response and confidence rate.

Works Cited

Fried, Bruce. J. “Recruitment, Selection, and Retention.” Fundamentals of Human Resources in Healthcare. Chicago, IL: Health Administration Press. 2011. Pp 113-149.

Maurer, Roy. “ The Ins and Outs of Team Interviewing” SHRM. 2018. Pp 1-4.