{"id":69692,"date":"2023-02-07T02:00:00","date_gmt":"2023-02-07T02:00:00","guid":{"rendered":"https:\/\/www.talogy.com\/?p=69692"},"modified":"2025-09-22T07:11:05","modified_gmt":"2025-09-22T07:11:05","slug":"the-structured-interview-is-the-most-predictive-assessment-of-future-performance","status":"publish","type":"post","link":"https:\/\/talogy.com\/en-ae\/blog\/structured-interviews-the-best-way-to-predict-future-performance\/","title":{"rendered":"Structured interviews: The best way to predict future performance"},"content":{"rendered":"\nWe officially live in the future. Ideas that were once science fiction are now science fact. Artificial Intelligence, drones, self-driving cars, and 3D printers are all examples of things that are now a part of our working lives, which were once fantastical ideas and concepts.\n\nEnhancements in technology have always been reflected in how we recruit and assess people. The global adoption of the internet delivered the most significant change. Overall, these enhancements in technology have greatly supported and improved recruitment, enabling organisations to assess candidates objectively, globally, reliably, and automatically.\n\nThese advances have not only enhanced the practicalities of recruitment, but also the types of skills and qualities that can be measured in the individual. The improvements brought by these technologies sometimes make more long-standing approaches like the structured interview feel quite antiquated. However, even the most sophisticated recruitment process typically has an interview at its heart. In fact, research by Judge shows that regardless of the recruitment process an organisation utilises, the one constant is the interview<\/a> .\n\n\n\n

Interviewing is still the most important assessment<\/h4>\n\n\n\nThere are many assessment methods that are used by recruiters \u2013 cognitive ability tests, personality tests, assessment centres, situational judgment tests to name a few \u2013 that can all be used to assess the potential of a candidate for a role.\n\nIn a recent paper by Paul Sackett, he reviewed a range of meta-analyses that compared twelve assessment measures in terms of their predictiveness<\/a> of future performance. Many were shown to be predictive of future performance. However, despite all the amazing ways we can assess candidates, the humble structured interview emerged as the strongest predictor of job performance.\n\nThis means that despite the evolution of recruitment and the number of methods used, structured interviews were still identified as the most predictive. Interestingly, given that structured is one of the most predictive, one of the least predictive is what is termed an unstructured interview. Read more:<\/strong> How important is the interview in the recruitment process?<\/a>\n\n\n\n

Structured interview vs. unstructured interview<\/h4>\n\n\n\nWhat is a structured interview and what is an unstructured one? What are the differences between these two types of interviews?\n\n\n\n