How is a structured interview conducted? How to deal with it?

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

Behavioral descriptive interview comes from "past behavior is the best simulation of future behavior". Setting up recruitment scenarios means that the best way for recruiters to simulate future employees is to understand 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 interviewee'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 you do in this situation" to identify the job-related behavioral intentions of the job seeker.

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.

Interview

An interview is a way to examine a person's work ability through written or face-to-face interviews. Birds of a feather flock together. Through interviews, you can initially judge whether the applicant can integrate into your team.