Structured Interview Process with Standardized Questions

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Kenyatta University School of Economics *

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Management

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Nov 24, 2024

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1 Structured Interview Process with Standardized Questions Student: Institution: Course: Date:

2 Introduction Having the ability to hire skilled individuals is strongly correlated with business success. To guarantee that the most competent individuals are selected for the role, the recruiting process has to be well-organized and consistent with the company's goals and objectives. The use of a predetermined set of questions in an interview format is one viable option among many others for doing this. The use of standardized questions as part of a systematic interview technique is crucial for successfully integrating business strategy and goals into the recruiting process. This essay will discuss why this procedure is so important. In addition to covering the distinctions between situational and behavioral interviews, it will generate ten questions that will cover both situational and behavioral interview aspects. Finally, it will show how adopting standard interview questions may assist in avoiding legal trouble and how the interview process aids leadership in determining which applicants have the greatest qualities. Importance of structured interview process A company's recruiting practices may be more in line with its goals and business strategy if it employs a structured interview procedure with standardized questions. The use of standardized questions makes it much simpler to evaluate candidates' credentials and compare and contrast their responses because all applicants are asked the same questions. It ensures that every candidate will have a fair chance to provide information about their relevant skills, experience, and credentials for the job. Pettersen and Durivage (2008) argue that structured interviews are more valid and accurate because they reduce the possibility of bias being introduced into the selection process. Interview questions are standardized in accordance with the organization's goals and objectives to guarantee that all applicants supply the same information, which can help in making educated hiring decisions.

3 Behavior and situation interview questions The two main categories of interview questions used in a structured interview are situational and behavioral. Situational interviews use hypothetical work scenarios to evaluate a candidate's potential responses (Culbertson et al., 2017). Candidates are evaluated on their ability to make decisions and solve problems. For example, “If a customer questioned the quality of your work, what steps would you take to reassure them?” The purpose of behavioral interview questions is to gain insight into how a candidate will perform in the position going forward by looking at their prior performance and behaviors. They inquire about the candidate's prior experiences and how they were resolved. An example of a behavioral interview question is "Describe a moment when you had to deal with a demanding client, and how did you solve the problem?" Interview Questions Behavioral questions  Can you give an example of a moment when you had to deal with a demanding client, and how did you solve the problem?  Can you give an instance where you went too far just to make a client satisfied?  Can you give an example of a moment where you made a mistake and how did you handle that?  What kind of a project have you ever worked on with others as a team?  Can you give an instance where you had to change your tactics so as to successfully accomplish a project? Situational questions

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4  Can you describe a time when you had a strict and short deadline for a project to meet?  How can you deal with a disagreement with your teammate who does things differently from the way you do?  What will you do if a teammate does not meet the given deadline?  How would you respond to a customer’s complaint about goods or services they were provided with?  How could you prioritize tasks if you had several of them that have a short deadline? Benefits of interview questions to leadership To make the most educated selections possible, the leadership uses the data gleaned from the interview process to select the most qualified individuals. It is possible for the company's management to evaluate the candidate's suitability for the position and ensure that the candidate's answers are in line with the company's goals and plans by employing a structured interview procedure. When standard questions are used to guarantee that all applications are reviewed using the same criteria, it is also much easier to compare and contrast the qualifications of each candidate. Use of the data collected during the interview process may also help in making more informed decisions regarding the qualifications of each candidate. Legal implication for not using standardized questions There could be serious legal ramifications if an employer does not use standardized questions throughout the interview process. There is a higher risk of discrimination and bias in the hiring process when questions are not standardized. As a result, legal problems, like discrimination claims, could emerge. It's also possible that asking different kinds of questions at different points in the application and selection process could unfairly help or hurt certain

5 individuals. By using standardized questions, the selection process can be guaranteed to be objective and fair, and the likelihood of legal issues can be reduced. Standardized questions are used to ensure that all applicants are evaluated according to the same criteria. Conclusion Successful hiring occurs when the procedure is in sync with the overall business plan and objectives of the company. To do this, it is necessary to use standardized interview questions and a well-defined interview process. To make it easier to compare candidates' skills and experiences, it guarantees that all applications are reviewed using the same criteria. In addition, leadership may gain a more complete picture of a candidate's experience, expertise, and potential by asking situational and behavioral interview questions. The interview process equips the management with the data they need to make educated judgments, which in turn aids in the identification of the most qualified individuals. It is crucial to use standardized questions during the selection process since not doing so may have legal consequences.

6 References Culbertson, S. S., Weyhrauch, W. S., & Huffcutt, A. I. (2017). A tale of two formats: Direct comparison of matching situational and behavior description interview questions. Human Resource Management Review , 27 (1), 167-177. Pettersen, N., & Durivage, A. (2008). ́ The structured interview: Enhancing staff selection . PUQ.

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