Behavioural design principles underlying the Structured Interviewing Feature

Structured interviews done through Applied rely on 3 behavioural design principles. Let's explore why these principles enable you to make better hiring decisions and what they mean for you and your team.

Principle	Why?	What it means for you
Structured Questions	Evidence shows that conducting interviews where candidates are all asked the same (work-style) questions, are more predictive and less likely for to fall into the 'fireside chat' trap.	We allow you to set to interview questions or sections that all candidates will be assessed on, in advance.
Rules for  Scoring	Our memories can sometimes fail us: - we tend to remember the highs and lows more (rather than having holistic overviews). - we tend to unconsciously overstate the first 15 seconds of any interaction.	You score candidates on each section of the interview as you go, on a 1 to 5 scale, allowing the system to calculate overall performance for you, therefore, enabling greater objectivity.
Independent Views	The more we discuss what we think with others, the more we tend to take on others' viewpoints at the expense of our own. "Wash up" discussions often result in convergence around the louder or more powerful voices in the room.	We allow multiple scores to be collected simultaneously and encourage people to submit their views before discussing with others.