why are they needed and how to implement them successfully

Founder of the recruiting agency “Personal Recruiter” Andrey Bratkin

Imagine that you own a thriving business. Your profits are growing, your market share is stable, but you are constantly haunted by the nightmare of high staff turnover. The surge in job seekers’ promises that disappear after a couple of months threatens the effectiveness of your business. Does this sound familiar? If so, you are trapped in the trap of ineffective hiring. But don’t despair – we have something that will change the situation dramatically. Welcome to the world of structured interviews!

Why Structured Interviews Are Important

Imagine spending weeks searching for the “perfect” employee, conducting numerous interviews, selecting a seemingly suitable candidate, but after some time you realize that he or she does not live up to expectations. Sound familiar? This is the reality for most companies using traditional hiring methods.

Shocking statistics:

Up to 80% of hiring decisions based on unstructured interviews are wrong. That means 4 out of 5 new hires are not qualified for the job.

Structured interviewing is not just a trendy HR trend, but a powerful tool. Here's what it offers:

• Objectivity of assessment: All candidates are assessed according to the same criteria, which minimizes the influence of bias.

• Predictability of results. Structured interviews have high predictive validity, which increases the likelihood of matching actual performance.

• Saving resources. Staff turnover is reduced, and costs for retraining and education are reduced.

• Improving your employer brandProfessionally conducted interviews create a positive impression even for those who do not receive an offer.

• Protection from discriminationStandardized questions reduce the risk of discrimination allegations.

How to prepare for a structured interview?

Preparation is the key to a successful interview. Here's a step-by-step guide:

Step 1. Analysis of the position and competencies

Start with a deep analysis of the position by creating a profile of the ideal candidate:

• Key Responsibilities

• Hard skills

• Soft skills

• Work experience and education

• Cultural fit

Step 2: Create an evaluation system

Develop a rating scale from 1 to 5 with clear descriptions of the criteria for each score.

Step 3: Preparing Interviewers

Provide training for interviewers:

• Explain the structure of the interview

• Review the questions and evaluation criteria

• Conduct role-playing games

• Discuss common mistakes

Step 4. Preparing materials

Create an interview package:

• Interviewer's Guide to Questions

• Evaluation sheets

• Information materials for the candidate

Step 5. Logistics planning

Think about organizational issues:

• Prepare the premises

• Provide the necessary equipment

• Make a schedule

Step 6. Preliminary analysis of the candidate

Review the candidate's resume and other materials.

Tip: Use HR tech to manage your hiring process.

Structure of an effective interview

Introduction (5-10 minutes)

Create a comfortable atmosphere, introduce yourself, talk about the company and the interview format.

Main part (30-45 minutes)

Ask prepared questions using the STAR (Situation, Task, Action, Result) technique. Structure questions by competencies.

Presentation of the vacancy (10-15 minutes)

Talk about the position, responsibilities, team, and corporate culture. Be honest about challenges and growth opportunities.

Candidate's questions (10-15 minutes)

Allow the candidate to ask his questions.

Conclusion (5 minutes)

Thank the candidate and explain the next steps.

Examples of effective questions

Behavioral:

Situational:

• “Imagine that a key client is unhappy with our service and threatens to terminate the contract. What will you do?”

Questions to test competencies:

Questions about motivation and career goals:

Questions about corporate culture:

How to evaluate candidates' answers

• Standardized rating scale. A single scale from 1 to 5 with clear criteria for each score.

• Headings for each question. Detailed rubrics for evaluating answers.

• STAR technology. Description of a specific situation, task, actions taken and results achieved.

• Keeping records. Write down key points of the candidate's answers.

• Avoid the halo effect. Evaluate each answer independently.

• Multiple assessment. Invite several interviewers.

• Calibration. Regular discussions of evaluation criteria.

• Analysis of results. Analyze the correlation between interview scores and actual employee performance.

• Use technology. Consider using specialized interview software.

• Be flexible. Adjust your assessment if a candidate demonstrates exceptional qualities.

Conclusion

Implementing structured interviews is not just a trendy idea, but a necessity for your business.

Companies that use structured interviews hire highly qualified employees 55% more often and fill vacancies 24% faster.

This approach not only improves hiring efficiency, but also enhances employer branding.

Don't let your business suffer because of poor hiring. Start implementing structured interviews today and see how it will change your company.

Remember that success is a continuous improvement process. Regularly analyze results, collect feedback, and be prepared to change. Your business deserves the best employees, and a structured approach to interviews is the key to attracting and retaining them.