A good job interview structure consists of clear steps, standardized questions with Assessment Standards, and adequate training for the interviewer. This method increases trust, validity, and diversity in the hiring process while supporting diversity and success in employee selection. To maximize the selection results, this interview method is recommended to be widely used in various organizational contexts.
Scientific References
Roulin, N., Bourdage, J. S., & Wingate, T. G. (2019). Who Is Conducting “Better” Employment Interviews? Antecedents of Structured Interview Components Use. Personnel Assessment and Decisions, 5(1), 37-48.
Bergelson, I., Tracy, C., & Takacs, E. (2022). Best Practices for Reducing Bias in the Interview Process. Curr Urol Rep, 23(11), 319-325.
Levashina, J., Hartwell, C. J., Morgeson, F. P., & Campion, M. A. (2014). The structured employment interview: Narrative and quantitative review of the research literature. Personnel Psychology, 67(1), 241-293.
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