Research on Interviewing Has Shown That

The Importance of Proper Interview Techniques for Optimal Results

Hello Reader Nawafnet, interviewing is a vital component of the recruitment process. It is the best chance that an employer has to assess the candidate’s competencies, skills, and behavior. It is, therefore, essential that proper interviewing techniques be applied to ensure accurate and objective assessments of potential employees. Research has shown that missteps in the interview process can lead to significant recruitment errors that can cost a company in terms of time and finances.

Recruitment errors can have a severe impact on a company’s objectives, including lost productivity or funds that may have been invested in hiring and training. Proper interviewing techniques are essential to avoid these costly recruitment errors. In this article, we will explore the research on the subject and provide readers with an overview of the strengths and weaknesses of different interviewing techniques.

As the world continues to evolve, many employers are adopting more modern hiring practices. Both structured and unstructured interviews are among the most common interviewing methods used by recruiters. In this article, we will discuss the highlights of different interview techniques as based on extensive research. In addition, we will provide readers with insights on how to avoid common mistakes during the hiring process.

The most commonly used interview techniques are structured interviews, which have proven to be more reliable and valid than unstructured interviews. Structured interviews also have more significant predictive value for job performance and organizational citizenship behavior compared to unstructured interviews. That said, the unstructured interview method also has significant value. Generally, employers use the unstructured interview method when they want to assess an individual’s character, social skills, and attitude.

Ultimately, a good interview is all about the skill of the interviewer in conducting the interview. Proper preparation, including obtaining reliable information about the candidates, structuring the interview constructively, and measuring the suitability of candidates against the job requirements, are key determinants of the success of any interview.

The Strengths and Weaknesses of Research on Interviewing

What are the strengths and weaknesses of researching the topic of interviewing? What do we know so far? Through research, it has become evident that one of the weaknesses of traditional interviewing techniques is subjective evaluation. Non-standardized interviews are prone to being influenced by unconscious human bias. Research has shown that unconscious human bias is not only prevalent, but it can also impact decisions about recruitment. However, the use of structured interviews has been shown to be an effective way of limiting such biases.

The strengths of interview research are that it provides empirical evidence on what makes an effective interview, what employers should be looking for in an interview and generally provides guidance on what are the best practices. Interview research also helps identify these interview techniques’ weaknesses, leading to practical solutions to correct them.

One of the main strengths of researching the topic of interviewing is that it helps to ensure that selection methods are valid, reliable, and fair. The empirical data generated from the research is used to develop assessment criteria designed to ensure only those who are most qualified and competent for the job are hired.

Another strength of researching interview techniques is that it assists employers in identifying candidates’ strengths and weaknesses, enabling them to identify problems early and avoid costly recruitment errors. Moreover, research on interviewing techniques has provided insight into identifying different communication techniques that can be useful in gaining better insights into a candidates’ personality and fit into the organizational culture.

Despite the weaknesses of traditional interviewing techniques, it remains an essential part of the recruitment process. The employed interviewing technique depends on the type of company. Hence, it is imperative that employers are familiar with different interviewing techniques and use them to their best advantage.

The Table below summarizes the strengths and weaknesses associated with different techniques:

Interviewing Technique Strengths Weaknesses
Unstructured Interviews Provides insight into the candidate’s personality and social skills Prone to interviewer bias, influenced by candidate’s appearance and demographic
Structured Interviews Reliable, valid and fair method of assessing job performance and organizational citizenship behavior Tend to lack flexibility, and may not adequately measure a candidate’s character traits
Behavioral Interviews Help to establish the candidate’s suitability for a particular job by testing previous experience and abilities required for the position Not helpful in establishing a candidate’s social skills or personality

Frequently Asked Questions

1. What is the best interviewing technique?

It depends on the company’s specific requirement. Structured interviews have proven to be the most valid and reliable, while unstructured interviews provide valuable insight into the candidate’s character.

2. What is the role of an interviewer during the interview process?

The role of an interviewer is to conduct a fair and objective interview that provides insight into the candidate’s ability to perform the job functions and organizational fit.

3. What are some common mistakes in interviewing?

Some common mistakes in interviewing include failing to establish clear and objective selection criteria, showing bias towards a candidate’s appearance or demographic, and neglecting to verify candidate’s references.

4. What is the impact of poor interviewing techniques on recruitment?

Poor interviewing techniques can lead to costly recruitment errors, such as hiring a poor performer or an individual who is not well-suited for the position or organizational culture.

5. How important is preparation in the interviewing process?

Proper preparation is crucial in the interviewing process. It involves determining the required skills and experience, developing interview questions, and establishing selection criteria to ensure informed decision making.

6. What is the significance of considering a candidate’s personality in the interviewing process?

A candidate’s personality plays a critical role in organizational culture fit. A mismatch in personality between the candidate and organization can lead to dissatisfaction and decreased productivity.

7. How can an interviewer best evaluate a candidate’s social skills?

Unstructured interviews can provide valuable insight into a candidate’s social skills. Alternatively, assessment centers can be used to evaluate group interactions and social skills with other candidates for the position.


In conclusion, research on interviewing techniques has shown that structured and unstructured interviews have their strengths and weaknesses in the recruitment process. The best interviewing technique will depend on the specifics of the recruitment process and the employer’s requirements. However, structured interviews have proven to be more reliable and valid than unstructured interviews for assessing job performance and organizational citizenship behavior. Proper preparation, clear selection criteria, and avoidance of common mistakes in the interviewing process are essential for success. When interviewing, it is critical to avoid subjective evaluation and consider a candidate’s personality for better organizational fit. Employers who employ good interviewing practices are more likely to avoid costly recruitment errors and select the best candidates for the job.


This article is not intended to be legal advice, nor should it be interpreted as such. The information contained herein should not be used as a substitute for obtaining legal advice or consulting a professional. While every effort has been made to provide accurate and up-to-date information, there is no guarantee that the information is error-free or complete. The author of this article assumes no liability for any inaccuracies or omissions or for any actions taken in reliance on the information contained herein.

Research on Interviewing Has Shown That

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