How to Be an Effective Evaluator in a Structured Interview Process

1. Understanding the Purpose of Structured Interviews

Structured interviews use a consistent format to assess candidates. Typically, all candidates are asked the same set of predefined questions, and responses are evaluated based on specific criteria. This helps reduce the influence of biases and ensures that each candidate is assessed fairly.

Structured interviews are highly regarded for their effectiveness. Research has shown that structured interviews are among the best predictors of job performance, as they provide a systematic way to compare candidates and make objective decisions based on predetermined criteria

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2. Preparing for the Interview

Preparation is key to being an effective evaluator. Before the interview, take time to review the job description and understand the competencies required for the role. Familiarize yourself with the evaluation criteria, which should align with the job’s core responsibilities and skills.

Develop a clear understanding of the scoring system used in the interview process. For example, some organizations use a Likert scale, where each answer is rated from 1 (low) to 5 (high), while others use more descriptive scoring guides. By understanding the scoring criteria, you can evaluate responses more accurately and consistently.

3. Developing an Objective Mindset

Maintaining objectivity throughout the interview is essential. This means setting aside personal preferences and focusing solely on the candidate’s responses and qualifications. Here are some common biases to be aware of and avoid:

• Halo/Horn Effect: This occurs when one positive or negative attribute of the candidate overshadows other qualities. For example, if a candidate is particularly personable, you may unconsciously rate them higher overall.

• Similar-to-Me Bias: You may feel an affinity for a candidate who shares similar experiences or interests. However, these commonalities are irrelevant to their qualifications for the role and should not influence your assessment.

• Confirmation Bias: This happens when you seek information that confirms your initial impression of a candidate. It’s essential to give equal weight to all responses and remain open to information that may challenge your first impression.

By recognizing and addressing these biases, you can ensure a fairer evaluation for all candidates

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4. Asking Consistent and Relevant Questions

In structured interviews, consistency is crucial. Ask each candidate the same set of questions, tailored to assess their experience and skills related to the role. Avoid questions that aren’t directly relevant to the job or that may inadvertently introduce bias. For example, asking about personal hobbies may reveal information unrelated to the job and could inadvertently influence your judgment.

Behavioral and situational questions are particularly effective in structured interviews. Behavioral questions ask candidates to describe past experiences, such as, “Tell me about a time when you resolved a conflict at work.” Situational questions present a hypothetical scenario, such as, “How would you handle a sudden increase in workload?” These types of questions help you evaluate how candidates think, act, and align with the organization’s values.

5. Active Listening and Note-Taking

During the interview, it’s important to listen carefully to each candidate’s responses. Avoid interrupting, and give the candidate ample time to answer each question. Take detailed notes on their responses, focusing on specific examples and how they demonstrate the required competencies. Good note-taking is essential for accurate evaluations and helps during post-interview discussions with other evaluators.

Active listening also involves observing nonverbal cues, such as body language and eye contact. However, be cautious not to over-interpret these cues, as they can be influenced by a candidate’s cultural background or personal comfort level with interviews

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6. Scoring Responses Fairly

After each question, score the candidate’s response according to the predefined criteria. Use the same scoring system for each candidate and avoid adjusting scores based on your personal preferences or biases. When scoring, focus on the content of the answers rather than the style of delivery.

If the interview includes multiple evaluators, it’s essential to align your scoring with others through calibration discussions. Calibration ensures that everyone has a consistent understanding of the scoring criteria and helps mitigate individual biases. Comparing scores with other evaluators also provides a more holistic view of the candidate’s performance.

7. Facilitating Debrief Sessions

After the interviews, debrief sessions allow evaluators to discuss each candidate’s performance and reach a consensus on who should move forward in the hiring process. During these sessions, be prepared to justify your scores with specific examples from your notes. This practice encourages a data-driven discussion and helps ensure that decisions are based on objective criteria rather than subjective impressions.

When discussing candidates, be open to differing perspectives and avoid advocating too strongly for or against any individual. The goal is to reach a balanced, well-considered decision that reflects the consensus of all evaluators.

8. Providing Constructive Feedback

If you are asked to provide feedback to candidates, focus on constructive, actionable comments. Feedback should be based on the evaluation criteria and avoid personal judgments. For example, instead of saying, “You didn’t seem confident,” you could say, “Your response to the conflict resolution question lacked specific examples.” Constructive feedback can help candidates improve and gives them a positive impression of the organization, even if they are not selected

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9. Continuous Improvement

Even experienced interviewers can benefit from continuous improvement. Seek feedback from colleagues on your performance as an evaluator and take note of any areas where you can improve. Many organizations offer interview training programs that cover topics such as unconscious bias, effective questioning, and evaluation techniques. Participating in these programs can enhance your skills and help you become a more effective, objective evaluator.

Conclusion

Being an effective evaluator in a structured interview process requires preparation, awareness of biases, consistency, and active listening. By adhering to these principles, you can ensure that each candidate is assessed fairly and that hiring decisions are made based on objective criteria. Structured interviews are not only beneficial for organizations; they also create a more positive and equitable experience for candidates. By committing to these best practices, you can contribute to a more transparent and effective hiring process that aligns with organizational goals and values.