In light of our Executive Leadership, extensive research on the topic for the past 20 years, and examples of external research such as [ Article 1], [White Paper], the Framework Science hiring teams experimented with structured interviews starting with select groups. As a result, the practice is expanding, and the outcomes are very positive. A structured interview approach is being used to create structured interview questions and rubrics for various roles and train interviewers.
So far, what are the results being seen by the team?
- In terms of predicting job performance, structured interviews are more accurate than unstructured interviews: When comparing interview scores to subsequent performance scores of those hired, structured interviews are more predictive than unstructured interviews.
- Saving time and making interviewers happier: Pre-made, high-quality questions, guides, and rubrics can save 40 minutes per interview. When conducting structured interviews, FS Technical Teams felt more prepared.
- Candidates are more satisfied with structured interviews: The feedback score for candidates in structured interviews has improved. When two rejected candidates were compared, scores showed a colossal difference in candidate satisfaction rates. Rejected candidates who had a structured interview were 35% happier than those who did not have a structured interview.