Digital Structured Interviews: The Secret to Doubling Your Recruiting Success


Hiring managers often trust their guts when making hiring decisions. The problem is, our guts are terrible at making hiring decisions, and data-based hiring methods in general always outperform our instincts by at least 25 percent. In fact, when it comes to data-based hiring methods, one in particular stands above the rest: the structured interview. Structured interviews, when administered correctly, have a predictive validity of 62 percent - twice as high as the predictive validity of unstructured interviews.

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Digital Structured Interviews: The Secret to Doubling Your Recruiting Success
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What you will learn in this eBook

Structured interviews are one the most reliably predictive candidate assessment methods out there -- and yet, 92 percent of employers continue to make use of unstructured interviews, instead of relying on structured interviews exclusively.

For all the benefits they offer, traditional structured interviews do come with some challenges that can be difficult for companies to overcome. This eBook explores some simple ways that recruiters can overome the challenges of structured interviews and reap the rewards of this assessment method.

1
What Structured Interviews Are
2
The Challenges of Structured Interviewing
3
Simplify Structured Interviews
4
5 Use-Cases That Examine Structured Interviews

Sneak peek

Better Legal Defensibility with Structured Interviews

Structured interviews also present a better way for HR departments to ensure that they comply with all government hiring regulations. When the questions are prepared ahead of time, organizations can make sure that none of their interviewers are asking about things they shouldn't be.

Moreover, structured interviews can act as an organization's legal defense against any unfounded charges of discrimination. When every candidate goes through the same exact interview - and when that interview adheres to government regulations - an organization can easily prove that no illegal criteria entered into consideration during the hiring process. All an HR professional has to do is pull out the interview record, and the proof is there.

In 2015, Jennifer Yugo, who holds a Ph.D. in industrial and organizational psychology, wrote that roughly half of the unstructured interviews challenged in court have been found to be discriminatory, whereas only 13 percent of structured interviews challenged in court were found to be discriminatory.

Chapters

A Definition of Structured Interviews
Mitigating Personal Biases Through Structured Interviews
Employee Referral Programs
The Legal Defensibility of Structured Interviews
The Hurdles: Why Doesn't Every Company Use Structured Interviews?
A Better Approach: How VidCruiter Solves the Problems of Traditional Structured Interviews
Use-Cases: Structured Interviews in Action

About the author

Matthew Kosinski
Matthew Kosinski
Matthew Kosinski is the online editor for Recruiter.com. A graduate of Rutgers, Matthew is an experienced writer, editor, and published creative writer.
Digital Structured Interviews: The Secret to Doubling Your Recruiting Success