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S A RACTICAL UIDE - OPM.gov

September 2008 St r u c t u r e d In t e r v I e w S: A Pr A c t i c A l Gu i d e STRUCTURED INTERVIEWS: A PRACTICAL GUIDE Office of Personnel Management Theodore Roosevelt Building 1900 E Street, NW Washington, DC 20415-0001 September 2008 TABLE OF CONTENTS 3 3 Structured vs. Unstructured 3 The Purpose of this 4 Section I: Developing a Structured 5 1. Conduct a Job 5 2. Determine the Competencies to Be Assessed by the 5 3. Choose the interview Format and Develop 6 Behavioral interview Format and 6 Writing Behavioral interview 7 Situational interview Format and 7 Writing Situational interview 7 4.

interviews have demonstrated a high degree of reliability, validity, and legal defensibility. Therefore, because interviews used to make employment decisions are subject to the same legal and psychometric requirements as any written employment test or other assessment method, agencies are encouraged to use structured interviews. The benefits of

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