Conducting a Structured

Looking for a way to streamline your and make better hiring decisions? If so, you may want to consider using a structured interview format. Structured interviewing simply means using the same interviewing methods to assess candidates applying for the same . Structured interviews are twice as effective as unstructured interviews and will help ensure that each candidate is evaluated fairly.

To help you get started with structured interviews here is brief overview of the components:

• Know what you are looking for! - (this is not just the job description) It’s important to have a firm understanding among your team and hiring managers about what you’re looking for from candidates. You should do a job analysis to identify the tasks of the role and the attributes and behaviors that make someone successful in that job. Clearly defined responsibilities, attributes and behaviors will drive the creation of appropriate interview questions.

• Create your questions. - There are two kinds of structured interview questions: behavioral and hypothetical. Behavioral questions ask candidates to describe prior experiences and match those to what is required in the current job (i.e., “Tell me about a time…?”). Hypothetical questions present a job-related hypothetical situation (i.e., “What would you do if…?”). To get the most out of a structured interview the questions you ask for each category should be customized to help you identify the traits, abilities, and skills that the applicant possesses.

• Know what a good answer sounds like. - In advance, think about what a excellent, fair, or poor answer would be for each question. Make a note of what you are looking to hear in a response from a candidate.

• Create an form. - When you conduct your interviews use a standard evaluation form to score each answer. You can use our complimentary form or create your own.

This is designed to help you get started with Structured Interviewing and Behavioral Interviewing. If you are looking for additional support or need help developing your interview questions, please feel free to ask your WorkRocket representative for more information.

We recommend you also explore additional resources such as the following guide from the Society for Human Resource Management (SHRM) Link to the SHRM Guide

WorkRocket, Inc. 17 00 Bayberry Court Richm ond, VA 23226 804- 332-6396 www.workrocket.c om

WorkRocket Pub. WR-SI062018

Interview Evaluation Form

Applicant Name: Interviewer Name:

Interviewed for Job Role: Date / Time of Interview:

Poor OK Excellent Notes: Was the applicant prepared for the interview? Q1

(Researched company, arrived on time, dressed appropriately?) Notes: Does their experience appear to match what's

Q2 needed?

(Work experience, life experience, volunteer work?) Notes: What type of credentials do they have? Q3

(, licenses, certifications?) Notes: How are their interpersonal skills? Q4

(Friendly, smiling, outgoing, kind, distant, fun, interactive?) Notes: How good are their communication skills? Q5

(Written skills - resume, application, verbal skills) Notes: Do they have technical skills? Q6

(Specific technical tools, approaches, examples?)

Notes: How well did they answer teamwork related Q7 questions?

(Likes working with others, good rapport?)

Notes: How well did they answer customer service Q8 related questions?

(Customer focused, good listener, problem solver?)

Notes: How open did they appear to be about learning Q9 new things?

(Willing to learn, attend , accept feedback, coachable?)

Notes: How interested did the applicant seem in getting Q10 the job?

(In the job, the pay, the hours, the work requirements?)

Add up the number of checkmarks for each rating, Additional notes: poor, ok, excellent (total should = 10) ------>

Overall impression of the applicant? (circle one) Poor OK Excellent

Recommend moving forward with this applicant? No Yes (circle one)

Don’t ask or document the following information on the form: IMPORTANT NOTE: • Candidate gender or gender identity DO NOT ask questions related to demographic, gender, or other protected-class information that • Candidate marital or family status may violate labor laws. Even seemingly harmless data, such as a candidate’s date of birth, can cause • Candidate race, ethnic or religious background unintended interviewer bias based on age and violate federal law. For more information refer to: • Candidate age or date of birth • Candidate location (it’s okay to indicate candidate’s preferred work location) Https://www.eeoc.gov/employers/smallbusiness/faq/what_shoudnt_i_ask.cfm • Candidate disability or pregnancy

This Interview evaluation form provided courtesy of WorkRocket 1700 Bayberry Ct. Richmond VA 23226 www.workrocket.com Tel: 804-332-6396