By Andrea Watkins

The purpose of structured, competency-based interviewing is to help organizations hire and promote people who will succeed in their jobs. Different jobs require different competencies. Competencies are important because they can be used to improve performance (both individual and organizational) in at least three ways: selection, feedback and development.

1. Selection: Competencies can be used to guide recruitment (the company seeks to identify recruiting sources rich in critical competencies) and selection (the company builds structured interviews around the critical competencies). If new employees can be hired into the job already possessing most, if not all, of the critical competencies, they will be more successful more quickly.

2. Feedback: Research has shown that employees receiving feedback about their strengths and weaknesses improve their performance more than those who do not (Smither, London, Vasilopoulous, Reilly, Milsap & Salvemini, 1995). Furthermore, it appears that those who need it most are those who benefit the most from feedback. Competencies provide a useful framework for organizing job-relevant feedback.

3. Development: Finally, competencies can be strengthened through a variety of developmental activities. Although enhancing one’s knowledge or changing one’s skills is not easy, those who make development a priority can improve competencies and their resulting performance.

The objective of interviewing is to help managers and human resource professionals hire and promote employees who possess the knowledge and skills necessary to succeed in the target job and the broader organization.

A structured interview has scripted questions and guidelines for consistently evaluating responses. Therefore, all candidates are asked the same questions, in the same order and in exactly the same way (without differing explanations or interpretations by the interviewer). Structured also means that every candidate’s responses are evaluated and scored, typically using behaviorally anchored rating scales developed for each question. After all, structured questions have been asked and evaluated, any follow-up questions can be asked based on answers given by candidates.

Some elements of structure in employment interviewing as defined by Huffcutt and Arthur (1994) include:

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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

A recent analysis of 120 interview studies, with 18,158 interviews, showed that interviewer training improves the validity of the interview (Huffcutt & Woehr, 1999). That is, well-trained interviewers make more accurate, consistent predictions about a candidate’s likely performance than do untrained interviewers.

Why Use a Structured Interview?

The employment interview is undoubtedly the most widely used of all potential employee assessments. In the typical unstructured interview, the interviewer asks questions based on the applicant’s resume or from a limited set of “pet” interview questions. Research on unstructured interviews is extensive and not particularly encouraging.

Most unstructured interviews are nearly random events. As an illustration, consider that if selection decisions were purely random and that half of all applicants were hired, the odds of hiring an above-average performer would be 50/50 (half or 50 percent of those hired would perform above average and half would be below average). Based on past research, the odds of hiring an above-average performer using an unstructured interview (versus relying totally on chance) would improve to only 56 percent (Huffcutt & Arthur, 1994). In other words, the typical unstructured interview barely improves upon a roll of the dice. At the risk of discouraging the reader, interviewer accuracy does not appear to improve with experience (most interviewers continue to make the same mistakes).

This same research, however, has shown that structuring the interview can pay handsome dividends. The average structured interview will increase the odds of hiring an above-average performer to 70 percent. While recognizing that no selection method is perfect, this still represents a dramatic improvement. The use of structured interviews increases the chances of hiring an above-average performer from about 56 to 70 percent.

While unstructured interviews are among the least reliable and least valid methods of assessing job candidates, properly structured interviews are among the most reliable (Conway, Jako & Goodman, 1995) and valid methods (Campion, Palmer & Campion, 1997). In measurement terms, reliability refers to the degree of consistency and may take several forms. The consistency with which different interviewers arrive at similar conclusions (inter-rater reliability), the consistency with which the same interviewer reaches the same conclusions after interviewing a candidate on two different occasions (test-retest reliability) and the consistency with which different but related questions yield similar conclusions (internal consistency reliability) are all forms of reliability. Reliability is a necessary condition for validity.

Validity refers to the accuracy of the inferences drawn from the interview about future job performance. It is not the interview form itself that is valid, but the inferences drawn from it (which is why the same interview can be valid or invalid if, for example, it is used with two totally different jobs). As noted previously, structuring an interview for a job is an effective way of increasing the accuracy of inferences (i.e., prediction of job performance) drawn about job candidates (McDaniel, Whetzel, Schmidt and Maurer, 1994).

In addition to the increased reliability and validity of structured interviews, there is also research documenting a relationship between litigation outcomes and the level of structure of the employment interview (Gollub Williamson, Campion, Malos, Roehling, & Campion, 1997). The more structured the interview process, the more likely it is that the employer will receive a favorable verdict when challenged legally.

Finally, a properly constructed and administered structured interview can produce a “competency profile” of key competencies related to the job for each candidate. This profile gives hiring managers insight into candidates’ strengths and weaknesses. This information can help managers focus subsequent steps in the selection process and provide a foundation for developing newly hired or promoted employees. Below is an illustration of a Competency Profile. On this form, ratings of interview performance in given competency areas can be recorded and combined to give an overall look at a candidate’s strengths and weaknesses and, therefore, his/her suitability for the target job.

Despite many documented advantages of using structured : interviews, many organizations find them to be difficult and time consuming to develop. One study showed that more than two out of three employers rely on unstructured interviews. Structured interviews and assessments are an essential ingredient in a strong : HR Management strategy and one that should not be overlooked.

About the Author: Andrea Watkins writes articles about

HR Management

solutions and


from Kenexa, a solutions provider for HR departments around the world. Using employee assessments from Kenexa allow your organization to find the best candidate for the job.


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October 16, 2016 2:02 am | No Comments


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Category:July 14, 2010

October 16, 2016 2:02 am | No Comments

? July 13, 2010
July 15, 2010 ?
July 14

Saturday, January 30, 2010

The Sunshine Coast Regional Council (SCRC) has vowed to fight a Queensland, Australia state government development plan that would see almost 100,000 more homes built. Mayor Bob Abbot said that it was an example of “top-down” development at the whim of developers.

“We don’t know whether … that long term it’s not going to destroy our lifestyle,” Mr Abbot said. He also stated that the SCRC preferred a “bottom-up planing process”, where the community had a say in what the region should look like in the future.

“We’ll apply those values and work out what the population will be, rather than going the other way and just blandly state a population level on a whim, with no justification other than some application that have been brought forward by the development industry.”

State treasurer Andrew Fraser told Australian Associated Press that there would need to be proposals made to limit population growth.

“Population growth isn’t governed by government policy, and to stop it would be an incredible infringement and an un-Australian infringement on the rights of Australians to have children and move freely about the nation. The challenge is to plan for that population growth that’s occurring.”

Of the near 100,000 homes to be built, 31,000 would be built in existing urban areas. 61,000 new homes would be built on what is being referred to as “greenfield sites”.

“The community wants us to toughen up and stick to our guns,” councillor Ted Hungerford said. “If the minister is going to come in over the top of us that’s up to him.”

Submitted by: Daljeet Sidhu

Are you having hard a time collecting unpaid bills from your customers? Do you find it difficult to keep track of the payments your clients owe to your business? Do you want timely collection of your money? If yes then you need to hire a collection agency. Studies have shown that the possibility of collecting an unpaid bill drops dramatically within a few months, so it is important to act on those delinquent account sooner than later.

All companies at some point face delinquent accounts that need to be collected. Often it is easier to hire services of a professional collection agency to recover the overdue amounts. Collection agency locates the debtors and collects the money on your behalf. Studies have shown that the possibility of collecting an unpaid bill drops dramatically within a few months, so it is important to hire the collection agency early to improve the chances of successfully collecting the money and to recover a substantial portion of your unpaid accounts. For example according to a survey by the Commercial Collection Agency Section of the Commercial Law League of America, the probability of collecting an overdue account drops to 73 percent after just three months, to 57 percent after six months, and to only 29 percent after one year.

Using an agency saves you time and money. They are simply more effective than you can be in recovering delinquent account. They have trained professionals backed by phone systems, computers, and software to make them more effective at collections. Downside to using a collection agency is that they charge between 15 to 50 percent of what they recover. But it is worth every penny. You will still end up with more than what you would if you try to collect yourself.

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But how do you know it is time to hire a collection agency? There are some tell tale signs that your customers are not going to pay you and you may need a professional agency to collect the payments.

One of the first signs of a customer unwilling to pay their bills is excessive complains that are mostly unwarranted. They will call in repeatedly to customer service and find problems, ask for discounts and even ask for free service. Some of the other common signs are customers simply denying that they owe you money despite concrete evidence. They will frequently ignore collection notices or will be unresponsive to your phone calls. As a last resort many of them will change their contact details without informing you. Their mail will bounce and the phone number on file will show as disconnected.

As a business owner, it is important to read into these signs of trouble and take action immediately. Ask your friends and business associates for recommendations. You can also find multiple collection agencies at a B2B marketplace on the internet or the yellow pages. Call up a few and ask them their modus operandi. It is important to feel comfortable with their approach before hiring them. Additionally make sure they are licensed to operate in your state and will work within the law to collect your money.

About the Author: Daljeet Sidhu is Co-founder at TradeSeam. Please see our guide to hiring a

collection agency

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World leaders react to Obama win

October 1, 2016 2:08 am | No Comments

Wednesday, November 7, 2012

Leaders from around the world have congratulated re-elected U.S. President Barack Obama on his success at the ballot box.

Israeli leader Benjamin Netanyahu stated that he “will continue to work with President Obama to preserve the strategic interests of Israel’s citizens” and described relations between the U.S. and Israel as “rock solid”. Some others within the ruling Likud party were not so optimistic about the relationship, with Knesset member Danny Danon criticising Obama for “ill-advised” policies towards Israel and hoping Obama “resets his course relating to Israel and our region for the next four years”.

A statement on behalf of Palestinian leader Mahmoud Abbas expressed hope that Obama “continues his efforts to achieve peace in the Middle East”.

The British Prime Minister David Cameron took time from his tour of the Middle East to congratulate Obama and listed as shared priorities a trade deal between the U.S. and the United Kingdom as well as solving the crisis in Syria. Ed Miliband, leader of the opposition Labour Party, stated on Twitter that Obama’s success in the election was “based on building fairer economy and optimism about what politics can achieve.”

French leader François Hollande said in choosing Obama over Mitt Romney, voters in the United States had voted for “an America of openness and solidarity, fully engaged on the international scene and conscious of the challenges facing our planet: peace, economy and the environment”. He listed economic growth, unemployment, and the Middle East as challenges the two politicians would have to face. German leader Angela Merkel stated she “deeply appreciated” meetings and conversations with Obama on issues including “overcoming the global financial and economic crisis”.

Herman Van Rompuy, President of the European Council, and Jose Manuel Barroso, President of the European Commission, issued a joint statement which described the U.S. as “a key strategic partner of the European Union” and hoped to meet Obama “at an early date in order to reconfirm our priorities and provide renewed impetus to our joint action”.

Across Africa, Obama received congratulations from South African President Jacob Zuma, Nigerian President Goodluck Jonathan, and Raila Odinga, the Prime Minister of Kenya.

Friday, January 20, 2006

A recently created Danish clothing company is selling on the internet T-shirts in order to support the clandestine radio station of the Colombian guerrilla group Revolutionary Armed Forces of Colombia (FARC) and the graphical workshop of the Popular Front for the Liberation of Palestine (PFLP). In fact the money will be used by these groups to carry on their terrorist activities. FARC activities include kidnappings, masacres, bombs, extortions and the drug trade.

Fighters and Lovers is selling the T-shirts at 170 DKK (US$27.6), from which 35 DKK (US$5.7) are to be destinated to support both armed groups.

Anna Duever, Fighters and Lovers PR chief, said to Spanish news agency EFE that their objective is to “defend freedom and social justice, which is FARC and PFLP are fighting for”. Duever believes the fact the FARC has been included by the EU in its terrorist group list is a “political game”. “We pay our taxes in Denmark, and that money is used for financing the troops our government has sent to Iraq. That’s terrorism. Besides, in Colombia there’s a regime oppressing population and torturing and killing its people”, she said.

Colombian Foreign Affairs Minister, Carolina Barco, said to local media that “financing terrorist groups is unacceptable and goes against all the international norms. Yesterday [Tuesday 19] our ambassador contacted the Danish government, we sent a protest note and have demanded an explanation.”

A year ago, a Danish NGO named Oprør (“Rebelion”) stated it had donated money to the Colombian guerrilla. A new antiterrorism law in Denmark may punish it.

Thursday, May 12, 2011

Facebook hired a public relations firm to systematically discredit Google by paying two journalists to plant negative pieces in U.S. newspapers, leaked correspondence discloses. The new revelations are likely to increase tension between the two companies, which are already fierce rivals.

The social network has confirmed the validity of the leaked emails, seen by Wikinews, which suggest executives at the social networking giant hired Burson-Marsteller, a high profile PR and communications firm, to discredit Social Circle, a rival website run by Google. Burson-Marsteller then recruited two journalists — Jim Goldman and John Mercurio — to push editors at The Washington Post and USA Today to publish editorials criticising Social Circle over its privacy settings. The story was exposed after Burson-Marsteller approached a blogger to publish the propaganda, but the blogger posted the correspondence online.

Burson-Marsteller has been forced to apologize for taking on Facebook as a client, admitting the orders to discredit Google violated company policy. “The assignment on those terms should have been declined,” a spokesperson said. The revelations are likely to be incredibly damaging for the firm, who have represented a number of controversial clients in the past. Facebook, however, said the allegations against Google were valid, insisting there were genuine privacy concerns with Social Circle. Google has declined to comment on the issue.

Submitted by: John Shealey

Ultimate Transformation! Instantly Ageless is the perfect product for making you look young lifelong. It immediately dissolves into the skin, reducing the appearance of wrinkles.

Instantly Ageless is specifically designed to target areas which have lost elasticityrevealing visibly toned, lifted skin. Users have seen dramatic results in seconds. This superb product that works 100% of the time on 100% of persons that uses it within 2 minutes has been dubbed the 2 minute miracle, as can be seen here at .

Instantly Ageless visibly diminishes the appearance of fine lines and wrinkles away 10+ years off a person’s facial look instantly which is the most eye-catching view with its priority blend of special minerals. This is an all-natural product that has absolutely no animal fat or any unnatural additives. The product has been in existence for the more than 4 years and has had a stellar track record of 100%. Jenuesse Global purchased the company and the product in 2014 and released in November. The company sold over 500,000 units of this amazing product in only 26 minutes. Black Friday the company experienced record breaking sales.

Jeunesse Global is headquartered in Orlando, Florida. Product currently ships to over 80 countries worldwide with sales already in excess of $100 Million annually. Wendy Lewis and Randy Ray have exceptional experience at running large direct sales companies, having developed and administered the back offices, compensation plans, shipping and customer service systems for several companies. Randy has a background in the computer industry and designed, sold and installed over $300 Million worth of computer hardware and software to organizations like NASA.

Prior to launching Jeunesse Global Wendy and Randy successfully built their own direct sales company, paid out over $77 Million in commissions and created 15 millionaires. They brought all the experience and business acumen from that venture to bear on the creation of Jeunesse Global.

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Numbers have been reported at 28 million first years, 56 million second year, 119 million third year, 227 million fourth year and now over 400 million dollars in sales in 2014. Jenuesse Global with its trend is expected to do 700 million dollars in sales in 2015. These numbers were speculated based upon facts of growth trends the company has already experienced. These numbers however due to the official launch of the US, Canadian and Latin American markets are now expected to surpass the billion dollar mark during the 2015.

This is been a very overwhelming time for the company who has a global mission to feed kids and make a difference to all that are in need worldwide, and has been doing just that, making a huge difference.

Next area that has explosive potential is retail, having a product that is this effective and instantly, sales have already exploded to the general markets as well as providers of youth treatments and Botox.

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News briefs:February 01, 2008

September 30, 2016 2:03 am | No Comments


  • 1 Wikinews News Brief [Date]
    • 1.1 Introduction
  • 2 Events of worldwide notability, military action, disasters etc.
    • 2.1 Violence takes place in Chad capital N’djamena as military and rebels clash
    • 2.2 High level al-Qaeda leader reported dead
    • 2.3 International manhunt for alleged kidney harvester
  • 3 Non-disastrous local events with notable impact and dead celebrities
    • 3.1 Envelopes containing white powder sent to Church of Scientology locations in southern California, USA
    • 3.2 Vermont town to vote on charging US President, Vice President of war crimes
  • 4 Business, commerce and academia
    • 4.1 Microsoft bids $44 billion for Yahoo!
  • 5 Arts and culture
  • 6 Frivolities and trivia
    • 6.1 Brechin thrown out of Scottish Cup after dispute
    • 6.2 Footer



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