Interviews are one of the most common practices in personnel selection. They give organizations a chance to interact with a job candidate, gauging their personality and fit with the job and company, as well as the opportunity to discuss specific qualifications and aspects of the work. Structured Interviews are a systematic inquiry about past behavior that provides insight to how applicants will behave on the job. Utilizing this type of interview process allows organizations to reliably compare responses across people.
- Tailored Approach
- Components to AAI’s Interview Guides
AAI provides customized pre-employment interview guides based on the competencies most important to the job and your organization. They are founded on behavior-based interviewing techniques, focusing the discussion on the critical competencies and providing questions and behavioral benchmarks for assessing candidates. Key features include:
- Focus on Competencies—key competencies that make your organization successful are addressed in the interview.
- Behaviorally-Based—the focus is on behaviors exhibited in past situations, so as to predict future behaviors in similar situations.
- Structured—Candidates are asked the same questions, assuring consistency, fairness and comparability for all.
- Much greater accuracy in identifying the best candidates for your jobs. Research has shown that structured interviews are among the most valid selection procedures.
- Much easier for Hiring Managers to screen candidates because the process steps, interview questions, and behavioral targets are all in a “cookbook.”
- Reduces the risk and legal exposure of inappropriate interviewer conduct or unfair interviewing practices.
- Improves image with job applicants because of job focus and relevance of the interview.
- Increases productivity and profitability through the process of identifying and hiring higher-quality talent.
AAI’s Structured Interview Guides walk the interviewer through the Competency-Based interview process and typically consists of:
- Targeted Competency Model—organizations choose which competency model to start with. AAI consultants will work with any organization to review and identify the optimal competency model for their needs.
- Focused Interview Questions—identifying the precise questions from AAI’s behaviorally-based question database that fit with all relevant competencies.
- Rating Forms—that facilitate the consistent recording of behaviors, rating of candidates and consolidation of independent ratings. AAI will assure that organizations have the best format for their needs.
- Manager’s Guidebook—hiring managers are presented a comprehensive hiring guidebook which provides background and walks the hiring manager through the process of what to say and what to do.
- Interview Training—the organization may elect to have an AAI consultant conduct an on-site half-day or full-day Structured Interview Guides workshop.