Creating a Structured Interview To create a structured interview, information about the job is obtained (job analysis) and questions are created that are designed to find out the extent to which applicants' skills and experiences match those needed to successfully perform the job. These questions are incorporated into an interview form used by all interviewers for all applicants. Examples of good and bad answers are located next to the questions to help an interviewer score the answers given by applicants. Determining the KSAOs to Tap in the Interview The first step in creating a structured interview is to conduct a thorough job analysis and write a detailed job description. As discussed in Chapter 2, the job analysis should identify the tasks performed, the conditions under which they are performed, and the competencies needed to perform the tasks. The second step is to determine the best way to measure an applicant's ability to perform each of the tasks identified in the job analysis. Some of the competencies can be appropriately measured in an interview; others will need to be tapped through such methods as psychological tests, job samples, assessment centers, references, background checks, and training and experience ratings (these other methods will be thoroughly discussed in Chapter 5). For example, suppose a job description for a receptionist indicated that the primary tasks included typing reports, filing correspondence, answering the phone, and dealing