Video-Based Structured Interviews to Assess Managerial Candidates

dc.contributor.authorAllen Brown
dc.contributor.authorVinod Vincent
dc.description.abstract<b>Purpose:</b> Managerial roles require knowledge, skills, and abilities that are difficult to assess during the hiring process. Consequently, hiring an unqualified candidate for a managerial position can result in a disastrous outcome to the organization. Therefore, the purpose of this article is to propose a hiring technique that allow a more accurate assessment of a managerial candidate’s overall skills to aid better hiring decisions.<br><b>Design/methodology/approach:</b> The proposed technique, video-based structured interviews, shows the interviewee a video clip of a work-related scenario and follow up with standardized questions to assess their ability to both understand the situation and make good decisions.<br><b>Findings:</b> Compared to verbal situational questions, using video-based scenarios is a more robust and realistic technique as it requires the interviewee to use multiple senses (seeing and hearing) to observe and then respond to a given situation in a way that is closer to how they would encounter it at work.<br><b>Originality:</b> The proposed video-based structured interview technique enhances the pre-employment assessment process to identify and select managerial employees that has the necessary knowledge, skills, and abilities to be successful in their roles. This interview technique, combined with other relevant assessment tools, provides a clearer picture of the candidate’s capabilities.<br><b>Practical implications:</b> The video-based scenarios can be used as a hybrid technique blending elements of both patterned-behavior-description and situational interview. In addition, this technique can be used to measure a potential manager’s compatibility related to key organizational values such as safety first or quality first.
dc.titleVideo-Based Structured Interviews to Assess Managerial Candidates
dc.typeJournal Article, Academic Journal
dcterms.bibliographicCitationStrategic HR Review 21(4), 117-119, (August 2022)