Interviews:

Among organizational decision-makers, interviews continue to be one of the most frequently used assessment methods to assess candidates for employment, and have been found to be the assessment method most preferred by supervisors and HR practitioners. From an applicant's perspective, obtaining a job interview is fundamental to job search success.

Structured Interview Components
Campion et al. 1997 studied methods of enhancing interview structure and identified two categories, those components that (1) relate to the interview's content and (2) relate to the evaluation process.

Components influencing content:
1. Base questions on job analysis
2. Ask exact same questions of each candidate
3. Limit prompting, follow up questioning and elaboration on question
4. Use better types of questions
5. Use longer interview or larger number of questions
6. Control ancillary information
7. Do not allow questions from candidate until after the interview Components influencing evaluation process
8. Rate each answer or use multiple scales
9. Use detailed anchored rating scales
10. Take detailed notes
11. Use multiple interviewers
12. Use same interviewers across all candidates
13. Do not discuss candidates or answers between interviews
14. Provide extensive interview training
15. Use statistical rather than clinical prediction
Other researchers have also proposed a three-dimensional model of interview structure that corresponds to the life cycle or process of an interview; that is, from developing the interview, to conducting it and then using the information gathered. The three factors are: (a) job relatedness of the interview, (b) standardization of the process, and (c) structured use of the data to evaluate the candidate. (Macan 2009)

Note: Based on previous research, some