If you have any questions or are interested in purchasing our Structured Job Interview tools, please call 651-747-1250 to talk to one of our Organizational Consultants.

You may be an experienced interviewer, but ask yourself what you really know about behavioral interviewing. Research has uncovered an amazing amount of information on how to conduct effective employment interviews. Unfortunately, most people haven't used the findings to improve the way they interview applicants.

Complete one of our BizTools, Employment Interview Evaluation, to learn about barriers that may be affecting your success as an interviewer. Your BizTool results will provide recommendations for improving your interviewing skills.

Employment tests don't tell you everything you need to know about applicants. So it's a good idea to enhance the total selection process with a structured behavioral interview, which can shed additional light on applicants. Employment interviews can make a big difference, but only if they're done right.

Even though it's the most commonly used selection procedure, the employment interview is the least standardized and the most subjective. Research indicates that interviews, as they are typically conducted, are practically a waste of time. Studies also show that employment interviews are not inherently flawed, but that the problems stem from how interviews are usually conducted.

Research has shown that an effective employment interview is not a conversation. Instead, it's a methodical process for gathering information to make predictions about people's job success.

Most interviews conducted today are casual and unstructured. The typical job interview reveals very little about applicants and doesn't help you make sound employment decisions. The only way to make the interview work in your favor is to treat it as a test. This means that you need to ask structured interview questions that solicit relevant information, which can be used for making informed hiring decisions.

If you are using a haphazard interview process, you might be better off rolling dice when you make your hiring decisions. Casual employment interviews generally do not improve upon chance.

Our structured employment interview tools will help you to:

• Minimize the costs of hiring low performers
• Gather the right kind of information and make better hiring decisions
• Become more efficient and save valuable time
• Overcome interview pitfalls
• Feel more confident and in control as an interviewer
• Decrease the risk of litigation due to unfair selection practices

• Interviewers tend to talk more than applicants, to gather mostly biographical information, to make hasty judgments, and to be influenced by their biases.
• Common sense, intuition, and interviewing experience do not seem to make much difference in helping interviewers make better employment decisions.
• Most interviewers tend to be influenced more by first impressions than by factual information provided by applicants later in the interview.
• You can increase your chances of selecting the best employees by using multiple interviews and then sharing your observations and evaluations.

Take a look at our structured interview systems for hourly jobs / wage jobs, sales jobs and sales management jobs, and supervisor jobs and management jobs.