Business – 2.1 HRM – Recruitment and selection | e-Consult
2.1 HRM – Recruitment and selection (1 questions)
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Structured interviews
- Reliability: High – each candidate is asked the same set of predetermined questions, reducing interviewer bias.
- Validity: Generally higher, especially when questions are job‑related and based on a competency framework.
- Practical application: Requires careful planning, development of interview guides and training of interviewers; may feel rigid to candidates.
Unstructured interviews
- Reliability: Low – questions vary between candidates, leading to inconsistent data collection.
- Validity: Variable; can be high if the interviewer is skilled and probes deeply, but often lower due to lack of standardisation.
- Practical application: Flexible and conversational, useful for exploring unexpected areas, but harder to compare candidates objectively.
Overall, structured interviews are preferred when organisations need a fair, defensible selection method, while unstructured interviews may be used as a supplementary tool to explore cultural fit.