What is the form of structured interview?

The forms of structured interviews are mainly divided into behavioral descriptive interviews and situational interviews.

Behavioral descriptive interview originated from "past behavior is the best prediction of future behavior". Setting the recruitment situation means that the best way for recruiters to predict future employees is to understand their past performance. Generally speaking, the behavior description interview problem is a behavior problem based on key competency characteristics, so it is necessary to analyze the job requirements of competency characteristics to determine the required competency characteristics.

Situational interview originates from the goal setting theory in motivation theory. The interviewer's future behavior will be greatly influenced by his goals or behavioral intentions. The purpose of situational interview is to set up a series of things that the interviewer may encounter at work and ask "what would you do in this case" to identify the job-related behavior intention of the job seeker.

The first step of situational interview is job analysis. By analyzing the competency characteristics required by key events, the interviewer can be competent for future work. Because there must be key events, situational interviews are not suitable for positions with great changes and positions with few people in the past.

Structured interview content

1, resume screening criteria

2. Value demand assessment

3. Experience asking questions

4. Cultural matching degree

5. Behavior interview

This is also a complete combination of structured interviews.

The design of structured interview mainly includes four steps:

1, post analysis

2. Determine the evaluation elements.

3. Determination of interview questions

4. Determine the evaluation criteria and examiners.

key link

In structured interview, the main links can be divided into;

1, opening remarks, the main purpose is to create a relaxed interview atmosphere and tell candidates the interview methods used in the interview.

2. Review of main background.

3. Review of behavioral events.

4. Additional information consultation.

5. End the interview.

6. evaluation. The review of behavioral events is the main part, and the interviewer should listen carefully and make records.