i) The interviewer should have a job analysis target
To ensure that selection decisions are based upon current and accurate job requirements, any
existing job analysis information should be reviewed and, if necessary, updated before
developing structured interview questions
ii) Developing Rating Scales and Benchmarks
Rating scales should be defined by benchmarks. Benchmarks are predictable and/or expected
answers to the questions that are linked to the rating scale. These provide a frame of reference for
assessing the candidate's responses objectively and consistently. There should usually be at least
three levels of answers for each question: superior, satisfactory, and unsatisfactory response.
iii) The interviewer should develop job related structured interview questions
The job analysis is like the foundation of a house, the development of questions which
distinguish candidates' potential levels of future job performance is like building the house.
iv) Legal Considerations
Kavungya answered the question on May 18, 2019 at 07:16
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