Structured Interviews

Interviews are the gateway into a company.

The wrong selection of a candidate is a loss to him and the company.

The candidate loses on an opportunity to do something he would have been good at, eventually bringing him to square one at the end of the experience & the company loses on resources they employed to train the candidate who was not suited for the job at hand.

Realizing this we took up the task to imbibe the culture of structural interviews into the company. After a study of all the interviewing techniques, we came across the interviewing procedure followed by google. We used that and the techniques followed by the US embassy to create our own version of structured interviews.

The video in the post explains the concept, I would just list down a few critical points for the interviewer in this blog.

1. The Job Description: Every position we try to fill needs to have a clear job description this helps the candidate know what he is interviewing for and lets him plan his objectives in the future.

2. Review the Resume and Self-Reflection document well.

3. Select competencies with respect to the job description written.

4. Framing good questions and probe questions, to allow the candidate to express himself.

5. Revisiting great rejected candidates: Some candidates may not be a good fit for the job which they have interviewed for but would fit perfectly in some other department in the organization.

"Hiring is the most important people function you have, and most of us aren’t as good at it as we think. Refocusing your resources on hiring better will have a higher return than almost any training program you can develop."