Structured interviews are scored primarily based on defined proficiency levels for specific competencies, with each interviewer individually assessing and recording scores for the candidate on each evaluated area.
Understanding the Structured Interview Scoring Process
Unlike unstructured interviews where scoring can be subjective, structured interviews use a standardized framework to ensure fairness and consistency. The scoring is directly tied to pre-defined criteria, ensuring that all candidates are evaluated against the same standards.
The core of structured interview scoring, as highlighted by the reference, is that scores are based on the proficiency levels. This means that before the interview even begins, the hiring team establishes what different levels of performance look like for each skill or trait being assessed.
Proficiency Levels and Competencies
- Competencies: These are the specific skills, knowledge, abilities, or behavioral traits required for the job (e.g., communication, problem-solving, leadership, technical expertise). Each competency is broken down into specific questions asked during the interview.
- Proficiency Levels: For each competency, a scale is created defining different levels of performance. For example, a scale might range from 1 (Needs Improvement) to 5 (Exceptional), with clear descriptions of what a candidate demonstrating a Level 1 or a Level 5 looks like for that specific competency.
Example Proficiency Scale (Simplified):
| Level | Description (for "Communication" competency) |
|---|---|
| 1 | Difficulty expressing ideas clearly; uses jargon excessively. |
| 2 | Can express ideas but lacks structure or conciseness. |
| 3 | Communicates clearly; provides relevant information. |
| 4 | Articulates complex ideas effectively; engages the listener. |
| 5 | Exceptional ability to communicate, persuade, and influence. |
The Scoring Mechanics
During the interview, the interviewer asks pre-determined questions designed to elicit responses that reveal the candidate's proficiency in each competency. After the candidate responds to the questions related to a specific competency (or perhaps after the entire interview), the interviewer evaluates the response against the defined proficiency level descriptions.
As the reference states, each interviewer will record the score he or she gave a candidate for each competency (content area). This individual scoring helps prevent groupthink during the deliberation phase. Interviewers often take detailed notes during the interview to support the scores they assign later.
Aggregating Scores
After all interviews are complete, the scores from each interviewer for each competency are typically reviewed. There are different methods for combining or using these scores:
- Averaging: Scores for a single competency across all interviewers can be averaged.
- Summing: Total scores across all competencies or all interviewers can be calculated.
- Discussion and Calibration: Interviewers may meet to discuss their scores and reasoning, especially if there are significant discrepancies, though the final recorded score is still often the interviewer's independent assessment.
- Weighting: Some competencies might be weighted more heavily than others based on their importance to the role.
The final hiring decision is then made based on the candidate's overall performance across all competencies, as reflected in their aggregated scores against the defined proficiency levels. This systematic approach makes structured interviews significantly more reliable and valid predictors of job performance compared to unstructured methods.
