The Science of Interviewing: Key Takeaways for Effective Interviewing Practices

Insights and Strategies for Conducting Successful Interviews: A Research-Based Overview.

There are many different interview formats and techniques that you may use to evaluate candidates, and the effectiveness of each can vary depending on the job, the industry, and the specific needs of the organisation. However, here are some statistically proven best ways to conduct interviews:

1. Structured Interviews: According to a study published in the Journal of Applied Psychology, structured interviews are more reliable and valid than unstructured interviews. The study found that structured interviews were better predictors of job performance and had higher levels of inter-rater agreement than unstructured interviews.

2. Behavioural Interviews: A meta-analysis published in the Journal of Occupational and Organizational Psychology found that behavioural interviews were the most effective type of interview. The study found that behavioural interviews were better predictors of job performance than unstructured interviews and more reliable than situational interviews.

3. Situational Interviews: A study published in the Journal of Applied Psychology found that situational interviews predict job performance more than traditional ones. The study found that situational interviews better assessed a candidate's problem-solving skills and ability to handle work-related challenges.

4. Panel Interviews: A study published in the Journal of Occupational and Organizational Psychology found that panel interviews were more predictive of job performance than individual interviews. The study found that panel interviews better assessed a candidate's interpersonal skills and job knowledge.

While no single interview format can guarantee a perfect assessment of candidates, employing a variety of techniques can lead to a more comprehensive evaluation. To increase the likelihood of successful hiring and long-term organisational compatibility I’d suggest incorporating people analytics. By analysing data related to interview performance and outcomes, you can identify potential biases or weaknesses in the process, and make changes to improve the quality of your candidate evaluations.

Additionally, you can use people analytics to monitor the performance of new hires over time. By tracking performance metrics, such as productivity, engagement, and retention, you can identify which people have been most successful in their roles, and which factors are contributing to their success. This information can then be used to refine the recruitment process to target people with the attributes and skills that are most likely to lead to long-term success within your organisation. It is crucial to maintain fairness, objectivity, and legal compliance throughout the interview process.

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Thanks,

Karl

Sources:

1. McDaniel, M. A., Whetzel, D. L., Schmidt, F. L., & Maurer, S. D. (1994). Validity of employment interviews. Journal of Applied Psychology, 79(4), 599-616.

2. Posthuma, R. A., Morgeson, F. P., & Campion, M. A. (2002). Beyond employment interview validity: A comprehensive narrative review of recent research and trends over time. Personnel Psychology, 55(1), 1–81.

3. Pulakos, E. D., & Schmitt, N. (1995). Experience-based and situational interview questions: Studies of validity. Personnel Psychology, 48(2), 289–308.

4. Ryan, A. M., & Tippins, N. T. (2004). Attracting and selecting: What psychological research tells us. Human Resource Management, 43(4), 305–318.