Employee selection: a question of structure

Abstract

The first part of a larger study into organisations’ use of structured interviewing techniques. Discusses reasons for continued popularity of interviewing in selection, despite its shortcomings. Considers the use of two structured interviewing techniques to improve selection: behavioural and situational questioning. Presents the findings of a large scale survey of UK organisations’ use of these techniques. The use of structured interviewing is rapidly increasing and is used by all sizes of organisation. Behavioural interviewing is being used more than situational interviewing, and many respondents use both techniques. Structured techniques are most commonly used for management posts. Discusses links with competency based HRM and roles of line managers and HR specialists in selection. Areas for further research are outlined.