The main purpose is to evaluate the work ability and adaptability of the applicant, and also to introduce the work situation in advance and publicize the corporate image.
The so-called structure includes three meanings: one is the structure of the interview process (interview procedure). In the initial stage, the core stage and the final stage of the interview, the interviewer will plan in advance what to do, what to pay attention to and what to achieve.
The second is the structuring of interview questions. During the interview, the interviewer should examine the quality of the candidate, what questions to ask around these perspectives, when and how to ask them, and be prepared before the interview.
Third, the evaluation of interview results is structured. From what angles to judge the interview performance of candidates, how to distinguish grades, and even how to score. There will be corresponding regulations before the interview and the scale will be unified among the examiners.
Requirements for structured interviews
1. Standardization of interview questions: that is, interview questions should be formulated around the knowledge, skills and abilities required by the position, as well as the work experience and education of the candidates, so that the candidates can express their opinions or elaborate their opinions on a certain issue.
2. Standardization of interview elements: according to interview requirements, determine interview elements and give each element a corresponding weight. At the same time, after each interview topic, the evaluation elements (or test sites) of the topic should be given, and the key points (or reference answers) should be given for the examiner's reference when grading.
3. Standardization of scoring standards: "Scoring standards" refers to the corresponding relationship between observation standards and horizontal scales, and is a quantitative scoring index for different performances of evaluation elements. This standard will be reflected in the interview evaluation form that matches the interview questions.
4. Standardization of interview procedures and time schedule: structured interviews should be conducted according to strict procedures, and the time is generally 30 minutes, depending on the number of interview topics. At the same time, each topic should be limited in time, and the question and answer time of each question is generally about 5 minutes.
5. Standardized selection of examiners: The number of examiners is generally 5-9, which is scientifically allocated according to the needs of employment, specialty, post, age and gender, and one of them is the chief examiner, who is specifically responsible for asking questions to candidates and grasping the interview process as a whole.