Nondirective Interview Interviewer asks general questions designed to get the applicant to talk about themselves….Applicants are queried using questions that are developed from the answers to previous questions. Possibility of not obtaining needed information. Information obtained may not be not job-related or comparable to that obtained from other applicants. Tends to be unreliable, not valid, and could possibly lead to irrelevant or illegal questions. Structured Interview Uses a set of standardized questions asked of all job applicants. Useful for initial screening and comparisons Benefits Obtains consistent information needed for selection decision Is more reliable and valid than other interview formats Meets EEO guidelines for the selection process
Situational interview Pros – anyone can answer, may indicate their natural propensities absent any policy information Cons – less likely to be indicative of future performance, high fakability Behavioral interview Applicants are asked to give specific examples of how they have performed a certain task or handled a problem in the past. Helps discover applicant’s suitability for current jobs based on past behaviors. Pro – makes them describe an actual experience they’ve had, past behavior predicts future behavior Cons - Assumes that applicants have had experience related to the problem.
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