Unstructured Interviews[edit]

^[1] Unstructured Interviews is when the format and questions asked are left to the discretion of the interviewer. An unstructured interview is sometimes more than a little conversation and it is used often by employing organization.

Unstructured interviews are lack of the following:

Lacks advance planning
Lack of consistency in assessing candidates
Lack of reliability and validity

^[2] A classic study on unstructured, published in 1929, asked 12 interviewers independently to rate 57 applicants on their suitability for sales job. Although the interviewers were experienced sales managers who conducted many interviews with job applicants, there was a significant lack of agreement among them.

Results

Some applicant who were ranked first by one reviewer were ranked last by another

2. The information would be of no help to a manager trying to decide whether to hire this applicant because it offers no firm basis on which to judge the persons suitability

^ Schultz & Schultz, Duane (2010). Psychology and work today. New York: Prentice Hall. pp. 85–86. ISBN 0-205-68358-4.
^ Schultz & Schultz, Duane (2010). Psychology and work today. New York: Prentice Hall. pp. 85–86. ISBN 0-205-68358-4.

Unstructured interview

Keronica Grant (talk) 22:02, 14 May 2013 (UTC)

[1] Schultz & Schultz, Duane (2010). Psychology and work today. New York: Prentice Hall. pp. 85–86. ISBN 0-205-68358-4.

[2] Schultz & Schultz, Duane (2010). Psychology and work today. New York: Prentice Hall. pp. 85–86. ISBN 0-205-68358-4.

[1]

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