Structured Interview

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The Structured Interview versus the Unstructured Interview
I offer that the structured interview is superior to other forms of interviews. “Structured interviews are interviews in which candidates are asked a series of standardized, job-related questions with predetermined scores for different answers.” (Phillips, 2015, p. 260) There are several advantages of the use of structured interview during the hiring process.
An employment interview is a method of questioning to collect data. Data is more reliable when it is collected in a uniform manner. Structured interviews provide open-ended questions that collect quantifiable results due to its uniformity.
Structured interviews are more effective and efficient. Structured interviews by …show more content…

“The belief that attitudes predict performance better than cognitive ability is pervasive, even though cognitive ability has been repeatedly shown to be the better predictor of performance for new hires.” (Rynes, 2002) Ability tests are able to predict performance in a culturally natural manner. Ability tests are designed to avoid cultural and economic biases. Ability tests are able to provide an objective comparison between candidates. Ability is easily quantified. For example, the candidate is able to type 42 words per minutes is measurable and can be compared to another candidate who is able to type 20 words per minute. The standardization of ability test lessens the likelihood of lawsuits based on biased assessment practices. If the test truly reflects job-related skills and is implemented in a standardized manner, lawsuits may be avoided. Lastly, ability tests is more affordable. Phoraris finds that “Most aptitude tests are carried out on computers. As a result, they are very cost-effective and easy to administer.” (Phoraris, 2016)
Personality tests have proven to be both unreliable and risky for organizations. Since personality changes over time, the validity of the scores is not consistent over the length of employment. These test can be easily manipulated by the test taker as well. Personality tests are characteristically biased as many of the questions posed are situational and individuals will respond based on a cultural and social understanding of life experiences. This has led to lawsuits alleging personality text violate Title VII. Under Title VII of the Civil Rights Act of 1964, Americans with Disability Acts and Privacy

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