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Interviews can be classified along a continuum of structure from unstructured to structuredoUnstructured interviewsoInterview format in which questions are different across candidates and there is no standardscoring for candidate responsesoWhy does it fail to predict future performance?Poor intuitive abilityLack of job relatednessPrimacy effects
Contrast effectsNegative information biasInterviewer-interviewee similarityInterviewee appearanceNonverbal cuesoStructured interviewsoInterview format in which the questions are consistent across candidatesoCharacteristicsJob analysisSame questions for all applicantsNumerical evaluationAnchored rating scalesDetailed notesoIncreasing structureoBase questions on job analysisoLimit promoting by intervieweroRate answers given to each questionoUse multiple interviewers per candidateoIncreased structure is associated withSuccess in litigationPrediction of job performanceGreater fairness among minority group membersoBut unstructured interviews can be useful for conveying information about the organization, its values, and its cultureSituational and behavioral interviewsoCandidates are presented with a problem situation and asked how they would respond to the situationoHypothetical, future-orientedoCandidates are asked how they would respond if confronted with a particular problemoExperience-based, past-orientedoCandidates are asked to think about how they handled situations in the pastWork samplesoTest in which the candidate demonstrates proficiency on a task representative of the work performed in the joboAdvantagesoValidoDifficult to fakeoLegaloLow chance of invasion of privacyoLimitationsoMechanical tradeoWhat person can dooTime-consuming, costlyoSafetySituational exercises
oExaminees are presented with a problem situation and asked how they would respond to the situationoIn-basket testoApplicants sort through in-basket of things to dooPredictive of job performance of managersoTime consumingoLeaderless group discussionsoApplicants engage in job-related discussions in which no leader has been namedAssessment centersoMethod of assessing job candidates via series of structured, group-oriented exercises that are evaluated by ratersoFour characteristicsoManagement selection and promotionoGroups of 10 to 20oSeveral ratersoVariety of appraisal methodsoIn-basket exercisesoLeaderless group discussionoManagement gamesoIndividual presentationsoObjective testsoInterviewsoAdvantagesoSuccessful in-selectionoJob-relatedoMultiple assessors, multiple observationsoDisadvantagesoOverall, general evaluationsoSimilar peopleoCostBiographical informationo