Structured interviews ask every candidate identical questions in a fixed order and evaluate them according to a scoring rubric. Unstructured interviews follow the flow of conversation and depend on the interviewer. Research findings according to OPM and ISO 10667-1: Structured interviews have a predictive validity for job performance of r=0.51, while unstructured interviews achieve only r=0.38. Counterpoint: Structured interviews can feel rigid and may capture soft skills less effectively. Rebuttal: Meta-analyses show they are nevertheless fairer and more valid, being less susceptible to the halo effect and sympathy bias. DACH context: German government agencies and large corporations are increasingly adopting structured selection processes, partly for compliance with the General Equal Treatment Act (AGG). For applicants, this means: Prepare using the STAR format, have concrete examples ready, and do not rely on small talk.
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What is the STAR method and how do I use it?
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