structured interview

Examples of structured interview in the following topics:

• Quantitative vs. Qualitative Research

  • Qualitative researchers typically rely on the following methods for gathering information: Participant Observation, Non-participant Observation, Field Notes, Reflexive Journals, Structured Interview, Semi-structured Interview, Unstructured Interview, and Analysis of documents and materials.
  • An example of a qualitative research interview at a facility where the respondents and interviewer can be seen from a 2-way mirror.

• The Psychology of Recruiting and Selecting Employees

  • Common selection tools include ability tests, knowledge tests, personality tests, structured interviews, the systematic collection of biographical data, and work samples.
  • The best interviews follow a structured framework in which each applicant is asked the same questions and is scored with a standardized rating scale.
  • In this way, structured interviews provide more reliable results than unstructured interviews.
  • Interviews are one of the most common methods of selection.
  • Structured interviews provide more reliable and consistent scoring results than unstructured interviews.

• Recruiting and Selecting Salespeople

  • In addition to biographical information, companies can conduct personal interviews, perform background checks, and request testing.
  • The best interviews follow a structured framework in which each applicant is asked the same questions and is scored with a consistent rating process.
  • Having a common set of information about the applicants upon which to compare after all the interviews have been conducted allows hiring managers to avoid prejudices and all interviewees are ensured a fair chance .
  • All jobs will require some sort of interview process to determine if the candidate is suitable for the role.
  • Interviews determine if the candidates have the characteristics necessary for the job.

• Surveys and Interviews

  • Interviews used for research can take several forms:
  • Informal Interview: A more conversational type of interview, no questions are asked and the interviewee is allowed to talk freely.
  • This approach facilitates faster interviews that can be more easily analyzed and compared.
  • Closed, fixed-response interview (Structured): All interviewees are asked the same questions and asked to choose answers from among the same set of alternatives.
  • Structured surveys, particularly those with closed-ended questions, may have low validity when researching affective variables.

• Evaluating recruiting policies

  • The best interviews follow a structured framework in which each applicant is asked the same questions and is scored with a consistent rating process.
  • In a behavioral interview, the interviewer asks the applicant to reflect on his or her past experiences (Janz, 1982).
  • Examples of behavioral interview questions:
  • (Free Sample Behavioral Interview Questions).
  • Examples of situational interview questions:

• Interview Followup

  • Content analysis is an essential part of the follow-up to any type of interview.
  • If you have interviewed synchronously one or two experts in person, telephone, or video conference, then you will want to listen to the recording of the interview and mark points of interest .
  • Personal Interview face to face—Expert , A. (2013, May 2) Personal Interview.
  • Personal interview by telephone or chat—Expert, A (2013, May 3) Telephone (chat) Interview.
  • Personal interview by email—Expert, A. ( 2013, May 4) Email Interview.

• Interview Preparation

  • Prepare for your interview by researching your interview subject and coming up with a list of prepared questions.
  • Interviews are usually led and completed by the interviewer based on what the interviewee says.
  • Once you've figured out everything you need to know about your interview subject or interviewer, it is time to prepare your questions.
  • Alternatively, you can be even more prepared by coming up with a set of questions for your interview subject or interviewer.
  • Keep in mind timing and pacing during the interview.

• Telephone and Internet Polling

  • An important aspect of telephone polling is the use of interviewers.
  • Interviewers encourage sample persons to respond, leading to higher response rates and interviewers may increase comprehension of questions by answering respondents' questions.
  • Telephone polling is also fairly cost efficient, depending on local call charge structure, which makes it good for large national (or international) sampling frames .
  • For instance, there is some potential for interviewer bias (e.g. some people may be more willing to discuss a sensitive issue with a female interviewer than with a male one), telephone polling cannot be used for non-audio information (graphics, demonstrations, taste/smell samples), and it is unreliable for consumer surveys in rural areas where telephone density is low .
  • There are three main types of telephone polling: traditional telephone interviews, computer assisted telephone dialing, and computer assisted telephone interviewing ( CATI ).

• Interview Conduct

  • The main task in interviewing is to understand the meaning of what the interviewees say.
  • Interviewer and researcher, Irving Seidman, devotes an entire chapter of his book, Interviewing as Qualitative Research, to the import of proper interviewing technique and interviewer etiquette.
  • While an interviewer generally enters each interview with a predetermined, standardized set of questions, it is important that they also ask follow-up questions throughout the process.
  • It is instead preferable that interviewers ask open-ended questions.
  • Participants should feel comfortable and respected throughout the entire interview—thus interviewers should avoid interrupting participants whenever possible.

• Staffing Roles

  • The managerial function of staffing involves manning the organization structure through proper and effective selection, appraisal, and development of the personnel in order to fill the roles assigned to the employers' workforce.
  • Interviewing is a complex process.
  • Ideally, a selection interview should involve only the candidate and two or three people from the organization.
  • This provides a fundamental understanding of the position and how the it fits within the organizational structure.
  • This diagram features line and staff organizational structure, visually depicting the different non-linear levels of management and auxillary support staff positions in addition to line positions.