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Table 1. Elements of structure in employment interviewing

1. Basing questions on an analysis of the target job (i.e., tying questions to competencies required by the job)

2. Asking the same questions of each candidate

3. Asking specific types of questions (i.e., asking about specific past job behaviors or what one would do in hypothetical job-related situations)

4. Using detailed, behaviorally anchored rating scales (i.e., rating scales with behavioral examples to illustrate points along the scale)

5. Limiting the use of follow-up questions by the interviewer

6. Systematically combining ratings of questions to derive an overall score

7. Providing comprehensive training for interviewers

Source: Huffcutt, A. I., & Arthur, W., Jr. (1994). Hunter and Hunter (1984) revisited: Interview validity for entry-level jobs. Journal of Applied Psychology, 79, 184-190.