It is a patterned and quantitative research tool. It is also known as Standardized Interview. It works by collecting data (through interviewers) and then using that data in a statistical survey.
This type of interview is very straightforward and perfect for managers who do not really enjoy interviewing applicants.
The main idea is to be able to quantify and compare results by asking the same number of questions in exactly the same order (to avoid context effect). Interviewers must read questions in the same way they are written. Most questions are close-ended; nonetheless open questions can be included. Another way to give a Structured Interview is by using a questionnaire that each candidate fills out.
Some of the most remarkable advantages of a Structured Interview is that it collects all the necessary data in order to compare it, it is reliable, it gives every interviewee the same opportunity to show his/her skills, it is more organized than other types of interviews and it takes less time.
Some cons are that you need to make a very accurate questionnaire so you will need different sources and time to build it up. Another disadvantage is that since the research is quantitative you will need to interview enough applicants in order to get the right comparison results.
Some typical questions to include are:
What are your university/college grades and qualifications?
Tell me about yourself.
Why do you want this job?
What are your strong and weak points?
You can also include more personal-related questions.
Tips for interviewers:
Work together with other Departments in order to ensure the questions to be formulated cover the real requirements for the position.
Always ask the interviewees if they have any questions after the interview so they have a chance to mention any extra information they consider could be valuable for the company.
Take notes during the interview if necessary, remember that all the data you collect will be compared so you do not want to miss anything.
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