Performance-based interviews are similar yet superior to structured interviews

Performance-based interviews are similar, in that each interviewee receives the same set of questions and is scored using suggested responses. A five-point performance-based rating scale is also used to evaluate candidates, but this scale begins at zero (why give a point for a wrong or unacceptable answer?). Furthermore, with the performance-based rating scale, the "correctness" and "completeness" of applicant responses is evaluated (note: top performers are easy to identify because they always give answers that are both fully complete and correct and often give answers that exceed expectations). Performance-based interviews are superior because instead of evaluating applicants on examples of work they provide, applicants are asked to do "work" and/or verbally resolve problems that would be typical of the new job. In other words, applicants are actually performing critical components of the job. This ensures you identify who can do the work and solve your problems, instead of identifying who can only tell you what they did somewhere else. And when you compare responses from different applicants, you will quickly see which applicants are top performers (i.e., those applicants that exceed expectations). Best of all, performance-based interview questions can be quickly developed because they come directly from the job.

Performance-based interviews also enjoy a long shelf life because they can be modified easily without impacting their effectiveness. By changing one or more of the critical dimensions of the background information or questions asked, an entirely different response is required. This prevents applicants from memorizing suggested responses (a major problem with behavioural and competency interviews) and allows the questions to keep pace with positions as they evolve. This means the only way applicants can successfully answer all of the questions is if they can truly perform all aspects of the actual job. If they’re fully qualified, the interview will be a breeze. If they’re not, no amount of preparation or practice will get them in the door.

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