Question: Structured and Unstructured Interviews
More companies are using structured interviews such as the situational interview and the behavior description interview because they are more valid and accurate in predicting future work performance. Many applicants and interviewers, however, still prefer the unstructured interview because applicants believe there is more freedom to display their talents, and interviewers believe they can assess candidates better. Most companies probably use both unstructured and structured interviews in the selection process. What do you think of both types of interviews? Also some say that interviews are used too much since there may be better selection practices that can assess knowledge, skills, and abilities more effectively?