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Interviews - Structured Vs Unstructured

Structured interviews are more valid and reliable than unstructured interviews. Structured interviews involve standardized questions tied to the job analysis, asking all candidates the same questions and scoring answers using a standardized key. This minimizes biases and ensures decisions are based on job duties. Michigan State University's IT Services uses a quasi-structured process but could improve validity by completing a formal job analysis and establishing standardized questions and scoring in advance.

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322 views10 pages

Interviews - Structured Vs Unstructured

Structured interviews are more valid and reliable than unstructured interviews. Structured interviews involve standardized questions tied to the job analysis, asking all candidates the same questions and scoring answers using a standardized key. This minimizes biases and ensures decisions are based on job duties. Michigan State University's IT Services uses a quasi-structured process but could improve validity by completing a formal job analysis and establishing standardized questions and scoring in advance.

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api-297379255
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© © All Rights Reserved
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INTERVIEWS

STRUCTURED VS. UNSTRUCTURED


RANDALL S. JOBSKI
SIENA HEIGHTS UNIVERSITY
10/23/16
AGENDA
STRUCTURED VS. UNSTRUCTURED INTERVIEWS
Components of an Interview
Review of structured vs. unstructured interviews
Issues with unstructured interviews
Which process does my organization follow?
Proposed recommendations for improvement?
Conclusion
INTERVIEW COMPONENTS Structure

THREE FACTORS
Style Medium
Structure
Structured vs. Unstructured
Style
Number of interviewers and number of interviewees
Cadence, if more than one interview
e.g. serial vs. return interviews
Medium
How interview conducted
e.g. face-to-face, telephone, video conferencing, etc.
Aamodt, M. (2016)
STRUCTURED VS. UNSTRUCTURED
INTERVIEWS
ELEMENTS OF EACH
Structured
Questions tie to positions job analysis
All applicants are asked the exact same questions
Scoring of answers is accomplished through a standardized key
Unstructured
Interviewer(s) can ask any question they want of an interviewee
There is no consistency in the questions asked among candidates
Scoring of answers is at the discretion of the interviewer - no
standardization applied

Aamodt, M. (2016)
STRUCTURED VS. UNSTRUCTURED
INTERVIEWS
PROS OF STRUCTURED INTERVIEWS
Research backs validity of using structured over
unstructured interviews 1
Courts prefers candidate selection via structured
interviews 1
Minimizes biases that may influence an interviewer 1

Using structured interviews (along with intelligence


tests) reduces hiring managers reliance on gut
Less Bias
instincts. 2 Decisions
1
Aamodt, M. (2016) 2
Moore, D. (2012)
STRUCTURED VS. UNSTRUCTURED
INTERVIEWS
CONS OF UNSTRUCTURED INTERVIEWS Job
Questions
Decisions based on gut reactions 1 Duties

Interview questions do not correspond to job duties 1

Affinity bias treating those we like more favorably 2

Commons myths bolstering the use of unstructured


interviews 3
We know whether we are good at interviewing or not
Experience creates great interviews

1
Aamodt, M. (2016) 2
Hedges, K. D. (2015) 3
Hall, B. (2012)
INTERVIEW PROCESS MY
ORGANIZATION FOLLOWS
AN OVERVIEW
Org: Michigan State University, Information Technology
Services
Quasi-structured interviews
Formal job analysis (per textbook), not performed
Questions written in conjunction with job description
Each candidate receives exact same questions
Scoring done independently first; then selection committee
reviews
No prior determination of successful answer for each question
Select (typically) highest scoring applicant
Aamodt, M. (2016)
PROPOSED RECOMMENDATIONS FOR
IMPROVEMENT
BASED ON TEXT & OTHER SOURCES
Complete formal job analysis for each position
Develop interview questions, in advance, based on
job analysis
Determine desired answers for each question
Establish standardized scoring key
Interviewers score independently
Then discuss as group and select candidate
CONCLUSION
LESSONS LEARNED
Interviews have 3 main components
Structure, style, and medium
Structured interviews > Unstructured interviews
Structured interviews have many advantages / yield
better candidates
MSU IT Services interview process has room for
improvement
Critical to adopt best practices in order to hire best
candidate for position
REFERENCES
Aamodt, M. G. (2016). Industrial/Organizational psychology: An
applied approach (8th ed.). Boston, MA: Cengage Learning.
Hall, B. (2012, November 23). Why employment interviews dont
work. TheStreet.com. Retrieved from
https://www.thestreet.com/story/11774301/1/why-employment-
interviews-dont-work.html
Hedges. K. (2015, May 21). Why job interviews are like flipping a
coin. Forbes.com. Retrieved from
http://www.forbes.com/sites/work-in-progress/2015/05/21/why-
job-interviews-are-like-flipping-a-coin/#4ed324586ef9
Moore, D. (2012, February 7). Stop being deceived by interviews
when you're hiring. Forbes.com. Retrieved from
http://www.forbes.com/sites/forbesleadershipforum/2012/02/07/s

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