The power of structured interviews: a guide to quality talent management

How do your interviews for commercial roles typically go? Do you always get all the information you need, or do you sometimes find that you missed some key details? Having a structured interview process can help with this. By using a clear set of organized questions, you can get a thorough understanding of each candidate's skills, experience, and cultural fit. This method leads to better hiring decisions and supports the long-term success and growth of your company. In this blog, we’ll dive deeper into how to implement this process and what it looks like in practice.

The importance of structured interviews

Objectivity and fairness: Structured interviews ensure that every candidate is asked the same questions, reducing the likelihood of bias. This leads to a fairer comparison of candidates and a more transparent hiring process.

Better prediction of performance: Research has shown that structured interviews are better predictors of future job performance than unstructured interviews. This is because they are based on predefined criteria relevant to the role.

Efficiency in the process: By following a set format, interviewers can work more efficiently. This saves time and ensures that all important aspects are covered during the interview.

Practical tips for structured interviews

Preparation is crucial: The success of a structured interview begins with thorough preparation. Ensure you have a clear list of the skills and attributes needed for the role. Based on this, formulate relevant questions.

Ask open-ended questions: Open-ended questions encourage candidates to provide detailed answers and offer insights into their thought processes and problem-solving abilities. Examples include:

• "Can you describe a situation where you solved a challenging problem?"
• "How do you handle feedback from customers?"

Use the STAR technique: The STAR technique (Situation, Task, Action, Result) helps elicit structured responses. Ask candidates to describe situations where they had to perform specific tasks, the actions they took, and the outcomes. This provides a clear picture of their competencies and performance.

Breakdown of questions

To ensure all relevant aspects are covered during the interview, it’s useful to divide the questions into different categories. Here’s an example of how you can do this:

1. General/warm-up questions

These questions serve as icebreakers and help put the candidate at ease.

• What’s a fun fact about you that most people don’t know?
• What have you done that was outside your comfort zone?
• What attracted you to this specific role within our company?

2. Communication skills

Questions in this category assess the candidate’s ability to communicate effectively.

• How do you assess a customer’s needs during a sales conversation?
• Can you give an example of difficult communication with a customer and how you resolved it?
• How do you tailor your message for different audiences?

3. Relationship management

These questions focus on the ability to build and maintain strong, long-term customer relationships.

• How do you build trust with new customers?
• Can you give an example of how you maintained a long-term customer relationship?
• How do you handle customer relationships that appear to be deteriorating?

4. Product knowledge

These questions aim to assess how well the candidate is informed about the company’s products and services.

• How do you keep up with new developments in our product range?
• Can you explain a complex product or service as if I were a potential customer?
• How do you use product knowledge to overcome customer objections?

5. Problem-solving ability

This category focuses on the candidate’s creativity and effectiveness in solving problems.

• Give an example of a problem you solved for a customer.
• How do you approach situations where the customer’s request falls outside your standard offering?
• Can you describe a situation where you had to be creative to fulfill a customer need?

6. Self-motivation and drive

Questions in this category are aimed at assessing the candidate’s intrinsic motivation.

• What motivates you to achieve your goals, even in challenging conditions?
• How do you set personal goals and track your progress?
• Can you describe a time when you had to motivate yourself after a disappointment?

7. Negotiation skills

These questions focus on the candidate’s ability to conduct effective and favorable negotiations.

• How do you prepare for a negotiation?
• Can you give an example of a challenging negotiation and how you came to an agreement?
• What do you do when you realize a negotiation isn’t leading to the desired outcome?

8. Adaptability and flexibility

The ability to quickly adapt and respond to changing circumstances is assessed here.

• How do you adjust when a strategy doesn’t yield the expected results?
• Can you give an example of how you quickly adapted your approach to changing market conditions?
• How do you handle unexpected changes during the process?

9. Cultural fit

These questions help determine if the candidate will fit well within the company culture.

• How would you describe the company culture in which you perform best?
• Can you give an example of how you contributed to a positive culture at your previous workplace?
• How do you see your role within the team dynamics of our department?

The impact of structured interviews on hiring success

Using structured interviews with a clear breakdown of questions can significantly aid in identifying the right candidates. By systematically asking questions that cover various core competencies, interviewers can gain a comprehensive view of the candidates' skills, experience, and cultural fit. This leads not only to better hiring decisions but also contributes to the long-term success and growth of the company.

Do you have a question or are you curious about how we can help you with attracting and finding talent? Send us a message!