Unstructured Interview Reflection Paper

I would like to have better knowledge on the subject of evaluating and interviewing perspective employees. Having often taken part in multiple interviews for new employee evaluations at my company I would like to understand if there is a better or more effective method of interviewing that could potentially make this process better and more effective. We currently use an unstructured process and decisions are made more on gut feeling and interaction abilities rather than on resumes, work experience or answers to questions. It is my thought that a structured method of interviewing would seem more effective. But most of the employees that have been hired in this unstructured method have been good and effective employees. I often wonder though if …show more content…
The article supports that the structured interview process yields the desired result of job performance. This article also adds other types of interview processes that have the desired result of positive job performance such as job-related structure interviews. Structured and job-related structured interviews yielded the desired result. The unstructured interview process yielded a lower coefficient factor, showing a less desirable outcome. This article also spoke to the reliability of the types of interview method, structured vs. unstructured. The reliability of the structured interview had a much higher coefficient than the unstructured also adding clout that the standardized method of structured and or patterned interview processes are a better method for testing the candidates.
Barrick, Dustin, Giluk, Stewart, Shaffer, Swider..(2012). Candidate characteristics driving initial impressions during rapport building: Implications for employment interview validity, Journal of Occupational and Organizational Psychology, Vol. 85,