Andriy Bratkin is the founder of the “Personal Recruiter” recruitment agency

Imagine you own a thriving business. Your profit is growing, your place in the market is stable, but you are constantly haunted by a nightmare – the flow of personnel. A flurry of promises from applicants that disappear within a few months threatens the effectiveness of your business. Does this sound familiar to you? If so, you have fallen into the trap of ineffective hiring. But do not despair – we have something that will change the situation radically. Welcome to the world of structured interviews!

Why structured interviews are important

Imagine: you spend weeks looking for the “ideal” employee, conduct numerous interviews, choose a seemingly suitable candidate, but after a while you realize that he does not live up to expectations. Are we familiar? This is the reality of most companies using traditional hiring methods.

Shocking statistics:

Up to 80% of hiring decisions based on unstructured interviews turn out to be wrong. This means that 4 out of 5 new employees do not meet the requirements of the position.

Structured interview is not just a fashionable HR trend, but a powerful tool. Here’s what it gives:

• Objectivity of assessment: All candidates are evaluated according to the same criteria, which minimizes the influence of biases

• Predictability of results. Structured interviews have high predictive validity, which increases the possibility of matching actual performance.

• Saving resources. Staff turnover is reduced, costs for retraining and training are reduced.

• Improving the employer brand. Professionally conducted interviews make a positive impression even on those who did not receive an offer.

• Protection against discrimination. Standardized questions reduce the risk of accusations of discrimination.

How to prepare for a structured interview?

Preparation is the key to a successful interview. Here’s a step-by-step guide:

Step 1. Analysis of the position and competencies

Start with an in-depth analysis of the position by creating a profile of the ideal candidate:

• Key responsibilities

• Hard skills

• Soft skills

• Work experience and education

• Cultural fit

Step 2. Creating an evaluation system

Develop a rating scale from 1 to 5 with a clear description of the criteria for each point.

Step 3. Training of interviewers

Conduct training for interviewers:

• Explain the structure of the interview

• Analyze the questions and evaluation criteria

• Role play

• Discuss common mistakes

Step 4. Preparation of materials

Create a package of documents for the interview:

• Interviewer’s guide with questions

• Evaluation letters

• Information materials for the candidate

Step 5. Logistics planning

Think about organizational points:

• Prepare the room

• Provide the necessary equipment

• Make a schedule

Step 6. Preliminary analysis of the candidate

Study the resume and other materials about the candidate.

Tip: Use HR-tech to manage your hiring process.

The structure of an effective interview

Introduction (5-10 minutes)

Create a comfortable atmosphere, introduce yourself, tell about the company and the format of the interview.

The main part (30-45 minutes)

Ask prepared questions using the STAR (Situation, Task, Action, Result) technique. Structure questions about competencies.

Job presentation (10-15 minutes)

Tell us about the position, responsibilities, team and corporate culture. Be honest about challenges and opportunities for growth.

Candidate questions (10-15 minutes)

Allow the candidate to ask their questions.

Conclusion (5 minutes)

Thank the candidate, explain the next steps.

Examples of effective questions

Behavioral:

Situational:

• “Imagine that a key customer is dissatisfied with our service and threatens to terminate the contract. What will you do?”

Competency test questions:

Questions about motivation and career goals:

Questions about corporate culture:

How to evaluate candidates’ answers

• Standardized rating scale. A single scale from 1 to 5 with clear criteria for each score.

• Rubrics for each question. Detailed rubrics for evaluating answers.

• STAR technique Description of the specific situation, the task, the actions taken and the result achieved.

• Record keeping. Write down the key points of the candidate’s answer.

• Avoid the halo effect. Score each answer independently.

• Multiple assessment. Invite several interviewers.

• Calibration. Regular discussions of assessment criteria.

• Analysis of results. Analyze the correlation between interview scores and actual employee performance.

• Use technology. Consider using specialized interview software.

• Be flexible. Adjust your score if the candidate demonstrates exceptional qualities.

Conclusion

The implementation of structured interviews is not just a fashion trend, but a necessity for your business.

Companies that use structured interviews hire highly qualified employees 55% more often and close vacancies 24% faster.

This approach not only increases hiring efficiency, but also improves the reputation of the employer brand.

Don’t let your business suffer because of ineffective hiring. Start implementing structured interviews today and see how it can transform your company.

Remember that success is a continuous process of improvement. Regularly analyze the results, collect feedback and be ready for changes. Your business deserves the best employees, and a structured approach to interviewing is key to attracting and retaining them.