A chronological in-depth structured interview (CIDS) is a highly structured interview approach focused on gathering detailed information about a candidate's work history and competencies, typically with the goal of "topgrading"—identifying and hiring exceptional talent. It prioritizes a sequential review of the candidate's career, delving deep into specific experiences and accomplishments.
Here's a breakdown of its key components:
Core Characteristics of a CIDS
-
Chronological Order: The interview proceeds in a chronological fashion, starting with the candidate's earliest relevant experiences and moving forward in time. This allows the interviewer to understand the candidate's career progression, learning curve, and consistency in performance.
-
In-Depth Exploration: The interviewer doesn't just ask surface-level questions. They probe deeply into each role, project, and accomplishment, seeking specifics about the candidate's responsibilities, challenges faced, actions taken, and the resulting outcomes.
-
Structured Format: The interview follows a predetermined set of questions or topics. This ensures consistency across all candidates and allows for a more objective comparison of their qualifications. While structured, good interviewers will have follow-up questions ready to explore the candidate's answers further.
-
Competency-Based: CIDS often incorporate a framework of key competencies relevant to the target role. Questions are designed to assess the candidate's skills and abilities in these areas, using behavioral questions (e.g., "Tell me about a time when you had to...").
-
Topgrading Focus: While not all chronological in-depth structured interviews are explicitly for topgrading, the CIDS aligns strongly with the topgrading methodology. Topgrading aims to thoroughly assess a candidate's past performance to predict future success.
Elements Found in a CIDS, Inspired by Topgrading
While details can vary, a CIDS, especially one used for topgrading, might assess competencies across several categories, like these:
| Category | Description | Example Competency |
|---|---|---|
| Intellectual | Cognitive abilities and problem-solving skills | Critical Thinking, Analytical Skills |
| Personal | Character traits and work ethic | Integrity, Self-Awareness, Adaptability |
| Interpersonal | Ability to build and maintain relationships | Communication, Teamwork, Conflict Resolution |
| Management | Skills in managing people and processes (if applicable to the role) | Delegation, Performance Management, Decision Making |
| Leadership | Ability to influence and inspire others (if applicable to the role) | Vision, Strategic Thinking, Motivation |
| Motivational | Drivers and values that influence performance | Initiative, Goal Orientation, Resilience |
Example Questions in a CIDS
- "Walk me through your roles at [Previous Company], starting with your first position there."
- "Tell me about a significant challenge you faced in your role at [Company], and how you overcame it."
- "What were your key accomplishments in your position as [Role] at [Company]?" (Follow up with: "How did you measure those accomplishments?")
- "Describe your relationship with your manager at [Company]. What kind of feedback did you receive?" (This helps gauge self-awareness).
- "Why did you leave [Previous Company]?" (Listen for honest and constructive answers).
Benefits of Using a CIDS
- Comprehensive Evaluation: Provides a holistic view of the candidate's skills, experience, and career trajectory.
- Reduces Bias: The structured format helps minimize subjective judgments and ensures fair comparisons.
- Improved Prediction of Success: By thoroughly examining past performance, it increases the likelihood of hiring candidates who will excel in the role.
- Identifies Red Flags: Inconsistencies or gaps in the candidate's story become more apparent through in-depth questioning.
Limitations
- Time-Consuming: CIDS interviews can be lengthy, requiring significant time and effort from both the interviewer and the candidate.
- Requires Skilled Interviewers: Interviewers need to be trained in the CIDS technique and possess strong interviewing skills to effectively probe and evaluate the candidate.
- Can Feel Interrogative: The depth of questioning can sometimes feel overly intrusive or interrogative to candidates if not handled skillfully.
In summary, a chronological in-depth structured interview is a powerful tool for evaluating candidates, particularly when seeking to identify top talent, by systematically exploring their work history, skills, and competencies in detail.
