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Interviews are conducted for almost all new appointments. They are very well accepted (and expected) by candidates. They serve to exchange information about the position and the organization and to get to know all parties personally.
... Unfortunately, the predictive value of such interviews for later professional success is very low!
In the structured interview, the predictive power is specifically improved:
– All candidates are asked the same questions.
– Competencies are recorded that are crucial and essential for the position.
– Candidates are expected to provide concrete examples of behavior.
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