Interview Steps of Structured Interview

1) set up an evaluation team. The evaluation team should include the company's senior management, human resources management personnel, the head of the department where the recruitment position is located, and the senior in-service personnel of the recruitment position, and train the evaluation team.

2) Select a certain number of outstanding employees from the recruitment position to form a test sample.

3) Conduct personality tests on the test samples and summarize the quality characteristics of each tested person.

4) Comprehensive evaluation results, list job selection quality table.

5) Grading the quality in the post selection quality table, drawing the selection quality line, and constructing the selection quality model.

2. Design an interview outline

The design of structured interview outline is actually the design of questions to be asked in structured interview process, which is mainly based on selective quality model. The main steps are as follows:

1) decomposes the selection quality model into a set of selection qualities, and each selection quality is an evaluation index.

2) Ask experts to design a series of questions for each evaluation index, and modify and improve these questions to form a questionnaire.

3) Distribute the questionnaire to some employees in this position and conduct pre-test to test its effectiveness. If it passes the test, it will form a final questionnaire; If not, redesign the question and repeat this step until you pass the test and form the final questionnaire.

4) Write a structured interview outline. Structured interview outline is essentially another form of structured interview questionnaire.

3. Formulate scoring standards and grade scoring tables.

Taking the grade of the evaluation index as the abscissa and the intersection of the selected quality horizontal line and the selected quality grade as the zero point, each grade of the index is given a corresponding score. The more the score tends to zero, the more suitable the candidate is for this position. Finally, summarize the grade score table of each index.

4. Train structured interview examiners to improve interview reliability and validity.

1) Interviewers are required to have relevant professional knowledge, understand the organizational situation and job requirements, and clarify various evaluation indicators, evaluation standards, questionnaire topics and related background information.

2) Examiners are required to have rich social work experience, be good at observation, be able to objectively record the various reactions of candidates in the interview process, and grasp the characteristics of candidates.

3) Interviewers are required to master relevant employee evaluation skills, skillfully use various interview skills, improvise, grasp the development direction of the interview, prevent candidates from deviating from the evaluation indicators, and effectively control the interview situation.

4) Interviewers are required to have good personal morality and self-cultivation, be kind and fair, avoid evaluation bias, abide by scoring rules, and ensure equal opportunities for candidates.

5. Interview and grading

According to the examinee's behavioral response to each question, the structured interview examiner uses the index rating scale to score it, and the scoring results are summarized in the rating scale.

Make a decision

With reference to the model index grade score, the horizontal line of the selection quality between the post and the candidate is compared, and the "person-post-organization" matching decision of recruitment, selection, placement and promotion is made.

1) eliminate candidates who do not have key selection qualities. Some selective qualities can be improved through training, such as integrity and honesty, and through ideological and political education; Some can't, such as strategic management ability. This kind of selection quality that is difficult to improve is called key selection quality.

2) The index grade scores of each remaining candidate are processed as follows: find the sum of squares of the scores of each index with negative scores, and number the candidates in the order of S from small to large. The smaller the s, the smaller the number, indicating that the candidate and the position match better.

3) The candidates with equal S are treated as follows: First, compare the number of indicators with positive scores. The more indicators with positive scores, the better the candidates are, and the number ranks first.

4) Candidates with equal S and equal index numbers are treated in the following ways: the scores of positive index are accumulated, and the higher the score, the better the candidates are, and the number ranks first.

5) According to the requirements of human resources planning for the number of recruits, a certain number of candidates are selected as candidates from front to back based on the principle of minority priority.