The three most widely used types of interviews are the structured interview, unstructured interview and behaviour description interview. This paper describes and discusses each of these methods and argues that there is no particular best type of interview but the merits of each depend on type and size of organization, the type of vacancy to be filled and other situational variables. Structured Interview
This is a type of interview in which the interviewer has a standard set or sequence of questions that are asked of all candidates, Bohlander and Snell (2000). The Interviewers read the questions exactly as they appear on the survey questionnaire. The choice of answers to the questions is often fixed (close-ended) in advance, though open-ended questions can also be included within a structured interview. This makes it easier for the interviewer to evaluate and compare candidates fairly. A structured interview would normally comprise instructions to conduct comprehensive and consistent interviews to ensure the best person is hired and a basic entry level test with answer key and scoring sheets. Interview questions are designed to specifically target the essence of the profession being applied for and these would be a followed by requests to describe the jobs being applied for. At the end there is an evaluation matrix to score each potential candidate. The merits of a structured interview are several. It provides insight into declarative knowledge used for example, facts about the job and the candidate, Bohlander and Snell (2000). As concepts are explained in the interview it can lead to the definition of other unknown related concepts thus providing structural relationships of concepts. The structured interview also maintains a focus on a given issue and provides detailed information on the issue. However, the structured type of interview has its limitations. Martocchio (1998) argues that concepts unrelated to the interview focus may not be found as it focuses on...
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