In the dynamic landscape of recruitment, organizations are continuously striving to make informed hiring decisions to identify top talents for their teams. Among various methods, structured interviews have emerged as a preferred tool in the arsenal of Industrial-Organizational (I/O) psychologists. This article explores the concept of structured interviews, their components, benefits, and how they ensure job-relatedness and fairness. Moreover, we will delve into the crucial aspect of meeting professional and legal guidelines when developing such assessments. Lastly, we will explore the effectiveness of behaviorally anchored rating scales (BARS) in evaluating candidate responses, with a practical example to assess integrity for the role of a cashier at a retail store.
What is a Structured Interview?
A structured interview is a standardized and systematic approach to evaluate job candidates by asking predetermined questions related to the specific job requirements. Unlike unstructured interviews, which lack consistency, structured interviews utilize a uniform set of questions, rating scales, and clear criteria for evaluating candidate responses.
Components and Benefits of Structured Interviews
Job Analysis: Before constructing a structured interview, conducting a comprehensive job analysis is essential. It involves identifying the critical competencies, skills, and behaviors necessary for job success. These insights help in formulating targeted questions that assess the desired attributes.
Standardized Questions: The hallmark of structured interviews is their standardized nature. A set of pre-defined questions are used for all candidates, ensuring uniformity and fairness in the evaluation process.
Behaviorally Anchored Rating Scales (BARS): BARS are a powerful rating method used in structured interviews. These scales anchor specific behavioral examples for each level of performance, promoting objective evaluation and reducing rater biases.
Reliability and Validity: Structured interviews exhibit high levels of reliability and validity. The reliability ensures accurate and consistent results, while the validity ensures that the interview measures what it intends to measure – job-related competencies (Campion et al., 2011).
Ensuring Job-Relatedness and Fairness
Ensuring job-relatedness and fairness in structured interviews is of utmost importance to maintain the integrity of the selection process. Here are some crucial steps:
Job-Related Questions: The questions asked during the structured interview should directly assess the skills, knowledge, and behaviors required for the specific job. Each question should have a clear connection to job performance (Guion, 2011).
Diverse Interview Panel: To mitigate potential biases, the interview panel should comprise individuals from diverse backgrounds and perspectives. This diversity promotes objective evaluations and prevents discrimination.
Structured Interview Training: Interviewers must receive comprehensive training on the interview process, including question guidelines, rating scales, and how to avoid bias in evaluation (Levashina et al., 2014).
Meeting Professional and Legal Guidelines
To meet professional and legal guidelines, organizations must adhere to the following:
Equal Employment Opportunity (EEO) Compliance: The structured interview must adhere to EEOC guidelines to prevent discrimination based on gender, race, ethnicity, or other protected characteristics (EEOC)
Documentation: Thorough documentation of the structured interview process, including question design, rating criteria, and candidate feedback, is critical for transparency and auditability (Society for Industrial and Organizational Psychology, 2018).
Behaviorally Anchored Rating Scales (BARS)
Behaviorally Anchored Rating Scales (BARS) can be used in structured employment interviews as a method to assess candidates’ competencies, skills, and behaviors related to the job requirements. In this context, BARS are adapted to evaluate interviewees based on their responses to standardized questions and specific behavioral indicators. Here’s how Behaviorally Anchored Rating Scales are used in structured employment interviews:
Development: Before conducting the structured interview, a team of experts or hiring managers identifies key job-related competencies, skills, and behaviors that are critical for success in the position. These behaviors serve as anchors for the rating scale.
Scale Structure: The rating scale used in the interview typically consists of several points (e.g., 5 to 7) representing different levels of competency or performance related to the identified behaviors. Each point on the scale is accompanied by specific behavioral indicators.
Interview Questions: For each competency or behavior, interview questions are designed to elicit responses that provide evidence of the candidate’s past experiences or potential to demonstrate the desired behaviors.
Rating Process: During the interview, the interviewer observes the candidate’s responses to the structured questions and assesses their performance against the behavioral indicators associated with each point on the rating scale. The interviewer then assigns a rating based on the best-fit level of performance demonstrated by the candidate.
Advantages: Using BARS in structured employment interviews helps ensure consistency and objectivity in the evaluation process. It allows interviewers to focus on specific behaviors and competencies, making the assessment more job-related and less prone to bias.
For assessing integrity in candidates applying for the role of a cashier at a retail store, consider the following example:
Question: Integrity
“Imagine you notice a fellow cashier stealing merchandise from the store. How would you respond to this situation, and what actions would you take?”
BARS Rating Scale: Integrity
- Unsatisfactory: The candidate avoids the situation, takes no action, or ignores the theft, displaying a lack of integrity and accountability.
- Developing: The candidate hesitates in confronting the fellow cashier directly but informs a supervisor about the incident, indicating a growing commitment to integrity.
- Satisfactory: The candidate addresses the fellow cashier discreetly, expressing concerns about the observed theft and encouraging them to stop, demonstrating a reasonable level of integrity and responsibility.
- Advanced: The candidate immediately confronts the fellow cashier about the theft, reports the incident to a supervisor, and cooperates with store security to resolve the issue, showcasing a strong commitment to integrity and protecting the store’s assets.
- Exceptional: The candidate courageously and directly confronts the fellow cashier, insisting on putting an end to the theft and reporting the incident to higher management, while also offering suggestions to improve store security and prevent future incidents. This exceptional response reflects unwavering dedication to integrity and a proactive approach to safeguarding the store’s interests.
Conclusion
Structured interviews, with their standardized questions and behaviorally anchored rating scales, offer a fair and job-related method to assess candidates’ suitability for specific roles. By adhering to professional and legal guidelines, organizations can enhance their selection processes and make informed hiring decisions that lead to long-term success.
References
Campion, M. A., Palmer, D. K., & Campion, J. E. (2011). A review of structure in the selection interview. Personnel Psychology, 64(3), 655-702.
Equal Employment Opportunity Commission (EEOC). Uniform Guidelines on Employee Selection Procedures (1978)
Guion, R. M. (2011). Assessment, measurement, and prediction for personnel decisions. Psychology Press.
Levashina, J., Hartwell, C. J., Morgeson, F. P., & Campion, M. A. (2014). The structured employment interview: Narrative and quantitative review of the research literature. Personnel Psychology, 67(1), 241-293.
Society for Industrial and Organizational Psychology (SIOP). (2018). Principles for the validation and use of personnel selection procedures (5th ed.). SIOP Publications.