The invention of structured interviews promises to be a reliable and valid method for assessing candidates, however, it has many challenges such as subjectivity, bias, and inconsistency. Fortunately, technology can overcome these challenges and enhance the recruitment process. Here’s how Astronaut’s video-on-demand technology can help.

Why Are Traditional Structured Interviews Unreliable?

Over the past 100 years, the interview has been criticized, praised, structured, enlarged, tested, recorded, and analyzed. Through all of those processes, the interview has remained as the most popular and widely used selection methodology for the recruitment process. According to the Journal of Management History, in the 1980s, scientific studies also found that structuring the interviews gave a more valid and effective interview process that correlated more highly with job requirements than unstructured interviews.

It is clear that one of the main benefits of structured interviews is that they provide a fair and objective way of evaluating job candidates. By using predetermined questions and a specific format, structured interviews make it easier to compare answers and evaluate qualifications. This helps to eliminate bias and ensures that all candidates are evaluated by the same criteria.

Sackett, Zhang, Berry, and Lievens made a publication on the credibility of the structured interview where they argue that structured interviews emerged as the top-ranked selection procedure and the strongest predictor of job performance across all other assessment methodologies.

However, despite the benefits of structured interviews, recent publications by Buckley, Norris & Wiese suggest they can still fall short due to human factors and subjectivity. Interviewers may not always stick to the predetermined questions, may not receive proper training, or may not know exactly what they want to know from the candidate.

Next Generation Structured Interviews Removes Bias & Promotes Inclusivity

In order for structured interviews to be accurate in their delivery, we need to reduce the human element when conducting assessments. Automating the process has led to consistent executions and fair assessments. Employers would receive candidates that are shortlisted based on their merits.

Recruitments based on resumes don’t predict success and are frequent methods of unfair assessment. Basing hiring decisions on factors like alma mater and location does not provide a fair hiring experience for everyone. Instead, skill evaluation ensures every candidate is evaluated equally, supports DEI goals, and mitigates unconscious bias in the hiring process.

This is why the next generation of structured interviews is better, as it provides reliable and consistent, giving recruiters the ability to assess candidates first, from end-to-end structure to meet the needs of the end user. Recruiters have access to more structured interviews tools, which include features like:

• Rich and fully customizable assessment library.
• Full range of assessment suites from Video Interviews to Multiple Choice Questions.
• Convenient, accessible & flexible to candidates anytime, anywhere
• Automated shortlisting option
• Quick and easy candidate review & sharing with colleagues. 

The flow of the recruitment process with the Assess First approach is streamlined and efficient. The process starts with candidate sourcing, followed by the Assess First evaluation stage. This approach eliminates the need for multiple stages of psychometric tests, HR interviews, and user interviews, allowing recruiters to go straight to the offering stage.

The beauty of the Assess First approach is that it combines the benefits of a psychometric test, HR interview, and user interview all in one step. By using a set of assessments that are designed to evaluate a candidate’s suitability for the role, recruiters are able to gather a comprehensive overview of a candidate’s strengths and weaknesses. 

Implementing NextGen Structured Interviews

Results of Structured Interview on the Astronaut QnA Platform

NextGen Structured Interview offers a revolutionary way of conducting job interviews with ease and flexibility. By utilizing video-on-demand technology, candidates can participate in the interview process from any location, at any time, simply by clicking the record button. Studies, such as the one conducted by Langer, Konig, and Krause, have shown that video-on-demand interviews often lead to better results compared to traditional in-person interviews. This not only ensures a fair and equal evaluation of all candidates, but also gives each candidate the opportunity to showcase their best during the interview process.

With video-on-demand interviews, companies can reduce recruitment costs as they eliminate the need for an on-site interviewer and travel expenses and eliminate the need for interviewer training. This not only saves on the interviewing budget but also allows companies to allocate these resources to other areas of the recruitment process

“NextGen Structured Interview can 100% guarantee that all candidate will be interviewed using that pre-determined and standardized questions for the job. Recruiters can relax without worrying that bias can presence during the selection process.” – Sheeren Yolanda – Head of Talent Assessment at Astronaut

Clearly, the NextGen structured interview is a game-changer in the recruitment process. Say goodbye to the hassle and uncertainty of the traditional structured interviews, and hello to the best candidate with Astronaut’s NextGen Structured Interview. 
Learn more about Astronaut products and how we can help you at https://pwrdby.astrnt.co