Personnel selection | predicting job performance
Regarding interview procedures, there are data which put into question these tools for selecting employees. While the aim of a job interview is ostensibly to choose a candidate who will perform well in the job role, other methods of selection provide greater predictive power and often entail lower costs. Unstructured interviews are commonly used, but structured interviews tend to yield better outcomes and are considered a better practice.
Interview structure is defined as "the reduction in procedural variance across applicants, which can translate into the degree of discretion that an interviewer is allowed in conducting the interview." Structure in an interview can be compared to a typical paper and pencil test: we would not think it was fair if every test taker were given different questions and a different number of questions on an exam, or if their answers were each graded differently. Yet this is exactly what occurs in an unstructured interview; thus, a structured interview attempts to standardize this popular selection tool.
Multiple studies and meta-analyses have also been conducted to look at the relationship between