The perfect structured job interview

By Mauro Libi.- The selection of the appropriate candidate to perform a particular job should be carried out with rigor their abilities to determine if they adapt to the requirements. The competency interview is a tool that can help this process and differs from the traditional interview because it seeks to discover the person's experience and level of performance. The coach who uses the skills interview directs his action to determine the parameters that indicate the candidate profile.

You want to know what the candidate has done, what his / her background, what positions he / she has played and how he / she has done it (in case of the candidate's first job), his / her academic career will be evaluated. Meanwhile, the interview is intended to inquire into the person's experience.

The important thing is to resort to incidents that have taken place during the performance of the candidate in his professional capacity to anticipate what his behavior and his answers will be if he is selected and take charge of the position in which he wants to fill the vacancy.

One of these instruments is the STAR method, (Situation + Task + Action + Result). It is to produce flashback questions that help to determine the type of response to a given situation. In the structured interview it is essential to search the candidate to determine the motivation degree. It is therefore very important to learn how to apply the structured interview. Of course, you need to plan the questions and know how evaluate every answer in the correctly way.

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