Human Resources and Security Specialists should use this tool to determine the correct investigation level for any covered position within the U.S. Federal Government.
In the "Presidential Memorandum (Section 1: Directions to Agencies)," the second item talks about assessing applicants using valid, reliable tools (http://www.whitehouse.gov/the-press-office/presidential-memorandum-improving-federal-recruitment-and-hiring-process). Structured interviews provide a consistent, structured methodology for assessing applicants, and as such, meet the legal and professional standards for an assessment method when developed and administered properly.
Research has demonstrated that structured interviews can be reliable, valid measures of competencies. They are legally defensible when the interview questions target job-related behaviors and/or experiences identified through a job analysis. The use of job-related assessments increases the likelihood of hiring high-quality candidates.
Structured interviews are also a great tool to assess those competencies that may be difficult to measure with other assessments, such as Teamwork, Oral Communication, and Interpersonal Skills.
For more information about structured interviews, please visit the Structured Interviews page on the Selection and Assessment website (http://www.opm.gov/policy-data-oversight/assessment-and-selection/structured-interviews/).
There was an unexpected error when performing your action.
Your error has been logged and the appropriate people notified. You may close this message and try your command again, perhaps after refreshing the page. If you continue to experience issues, please notify the site administrator.