This begs the question that if structured behavioral interviews are so accurate, why aren’t they the primary mode of pre-employment assessment? In this situation, the trade-off for accuracy is that structured behavioral interviews are costly and time-intensive, making them unappealing for high-volume hiring.
Solving scalability roadblocks with AI
Structured interviews have typically been used in later stages of the recruitment process, or for job openings that have a low volume of applicants. In these scenarios, it is feasible to conduct several structured interviews in a one-on-one environment.
However, time and financial constraints limit the use of structured interviews at the top of the hiring funnel for high-volume occupations. In these situations, personality tests and cognitive ability assessments are often used instead, negatively impacting diversity and inclusion efforts in hiring or resulting in low correlation with job performance.
Automating the administration and scoring of structured behavioral interviews has the advantage of being resource-friendly and allows organizations to put more applicants through an assessment that accurately predicts job performance. Additionally, removing manual administration and scoring from the equation results in an objective testing process by eliminating unconscious or implicit bias examples such as ageism, gender bias, and name bias. Removing bias from assessments improves the diversity of your hiring pool and gives diverse talent a fairer chance.
Bringing research into practice by using structured behavioral interviews not only aligns with today’s science but will also improve your employee selection process as a whole. Administering and scoring structured behavioral interviews at scale is what Knockri does. Implement employee selection practices that predict performance without sacrificing applicant pool diversity using our AI-powered interview assessment tool. Go from theory to reality and book a demo to chat with our HR solution consultant about how to transform your employee selection process using science.