Interview design
CF&A uses position descriptions and position competency profiles to develop behaviourally based interview questions and scoring guidelines for use by those conducting selection or promotion interviews.
Structured interview design is critical to making it a more effective process. Variously referred to as structured interviews, behaviourally based interviews or targeted selection, the predictive validity can be improved from typically .33 for an unstructured interview to .44 for a structured interview. In comparison the validity of carefully selected ability tests is .54 and assessment centres is .68
(Source: Mike Smith, UMIST, 10 year meta analysis of published research)
Our interviews are in part based on the premise that provided the person’s previous job is similar to the job they have applied for, then past behaviour can often be a good predictor of future behaviour. If the two positions require very different skill sets then psychological testing and assessment centres are likely to be much better at predicting potential.
For example, if a manager has been ineffective in developing a strategic approach in the past, that is likely to continue through into the future unless there has been some significant intervention to address the issue.
Click here to see Lloyds Bank assessment centre case study.