Characteristics of Structured Behavioral Interviewing

The characteristics of structured behavioral interviews are as follows:

The so-called structured interviews, also known as standardized interviews, refer to the content, form, procedures, scoring standards, synthesis and analysis of results, etc. Components, interviews conducted in accordance with uniformly established standards and requirements.

Characteristics of structured interviews

1. Formulate interview questions based on the structure of the job analysis

This interview method requires in-depth job analysis to clarify the work process Which examples reflect good performance and which examples reflect poor performance? Executives will evaluate these specific examples and establish a question bank. The elements of structured interview assessment involve many aspects such as knowledge, ability, quality, motivation, etc., especially specific questions about responsibilities and skills, which can ensure the success rate of screening.

2. Ask the same type of questions to all candidates

The content and order of the questions are determined in advance. The two common types of effective questions in structured interviews are : Questions based on experience, related to job requirements, the behavior of job seekers in work or life that they have experienced, questions based on emotion, in hypothetical situations, the behavior of job seekers related to work .

There are usually two types of order structures for questioning: from simple to complex questions, gradually deepening the difficulty of the questions, so that candidates can gradually adapt psychologically to the interview environment to fully demonstrate themselves; from general to professional Content questions.

3. Adopt a standardized scoring procedure

Design a set of systematic and specific scales from a behavioral perspective. Each question has a certain scoring standard. For each question The scoring standards and the establishment of a systematic scoring procedure can ensure the consistency of scoring and improve the effectiveness of the structure.

Types of structured interviews

Structured interviews are mainly divided into behavioral descriptive interviews and situational interviews.

Behavioral descriptive interviews are derived from the belief that past behavior is the best predictor of future behavior. Setting up hiring scenarios means that the best way a recruiter can predict future workers is to know how they have done in the past. Generally speaking, behavioral description interview questions are behavioral questions based on key competency characteristics. Therefore, a job analysis of the behavioral requirements of competency characteristics must be conducted to determine the required competency characteristics.

Situational interviews originate from the goal setting theory in motivation theory. The interviewer's future behavior will be greatly affected by his or her goals or behavioral intentions. The purpose of the situational interview is to set up a series of things that the interviewer may encounter at work and ask "What would happen in this situation?" What would you do next?” to identify job seekers’ work-related behavioral intentions.

The first step in conducting a situational interview is also to conduct a job analysis. By analyzing key events and the competency characteristics required for the task, we can determine whether the interviewer is qualified for the future job. Because there must be critical events, situational interviews are not suitable for jobs that have changed a lot and that have had fewer people in the past.