Our mission here at OutMatch is to ensure that your company is hiring the best possible candidates for your team. With this in mind, we designed the Interview portion of our candidate report around three principle features in order to improve the quality of interviews compared to the traditional interview process.
- A structured format
- Behaviorally based interview questions
- Custom interview questions
A Structured Format
Interviews can be either unstructured, or structured. Unstructured interviews, which are most common, do not follow a standardized format. Typically, the interviewer and candidate talk freely and follow a loosely defined list of topics. Although the flexible and discretionary format of unstructured interviews appeals to many hiring managers, the research literature clearly indicates that unstructured interviews are not very predictive of on-the-job performance.
Use a structured format to improve the overall quality of the interview. Structured interviews pose an identical set of questions to all applicants interviewing for a particular job. This helps hiring managers to evaluate candidates objectively by guaranteeing that all candidates have the same opportunity to provide job- relevant information. It can also keep less qualified candidates from being selected over more qualified ones simply because the interviewer did not use a structured set of questions.
Use a standardized scale to score candidates’ responses to the behaviorally-based questions. This helps to determine how strong a candidate’s answer is, relative to various degrees of acceptability. For example use a 5 point scale that ranges from “Unable to Answer” to “Excellent” .
There are different types of structured interviews. The format preferred by OutMatch is the behavioral interview. The questions that are asked are based on the core set of competencies identified by job analysis data as most relevant to a given job or position. The questions require the applicant to think of a specific situation and to explain to the interviewer how he or she behaved or reacted in that situation. To bring out the best possible understanding of candidate behaviors, each question should incorporate the following components:
- What was the situation?
- How did the candidate handle it?
- What was the outcome?
Customize Your Interview
OutMatch Assessment also features the ability to customize the interview experience. This functionality is available to Hiring Administrators. This functionality is available via the Hiring Profile settings.
- Review the current standard questions
- Change question order for the interview
- Enable/disable interview questions
- Author your own custom questions
When creating custom questions, we strongly recommend that you follow the best practices of your organization in determining what types of questions you should be asking. Make sure that your custom questions are related to success on the job and are compliant with the Equal Employment Opportunity Commission (EEOC). If you would like to learn more about EEOC compliance, please visit them at http://www.eeoc.gov/.
We recommend conducting the interview in an environment that is private and away from any distractions to help the candidate feel comfortable. The applicant will be more relaxed and will be more likely to focus on the questions by conducting the interview in a quiet setting, such as a private office or conference room.
Regardless of the number of questions that are used, be prepared to take notes on the answers that the candidate is providing for each question.
- If you are conducting the interview offline, the printed guide offers sections for notes beneath each
- If you are conducting the interview online, we recommend bringing note paper into the
Taking notes reduces the burden to remember critical information while the candidate is responding. It is not necessary to write down exact responses from the candidate; instead capture key words or phrases that will help trigger your memory when scoring the candidate’s responses.
In behavioral interviews, candidates may have difficulty describing their actions in specific situations or the outcomes of their actions. This information is critical for the accurate assessment of competencies. Probes can be used to help candidates provide adequate detail. The following probes may be useful for prompting candidates to provide details about their actions:
- How did you respond in this situation?
- What was the first thing that you did in this situation?
- What options did you consider in this situation?
The following probes may be useful for prompting candidates to provide details about the results or outcomes of the situation:
- How did this situation turn out?
- How pleased were you with the outcome of the situation?
- Is there anything you would have done differently?