HRM

Quiz 1

ARSLAN AHMAD CS 8TH A

17-Arid-532
 Submission Date: 18 April 2021

How would you explain the fact that structured

interviews, regardless of content, are more valid
than unstructured interviews for predicting job
performance?

In most cases, interviewers take a completely unstructured approach,

posing random questions that aren't based on the knowledge of what
they're looking for. Interviewers can also use a well-structured approach
that is linked to a detailed examination of job specifications in terms of skills
and competencies.
Though the two most common approaches to interview preparation are to
use a biographical approach (Unstructured Interview) or to stick to the
appraisal headings (Structured Interview).
Structured interviewing is perhaps the most widely accepted method. The
explanation for this is that, unlike in an unstructured interview, questions
are formulated in advance and are relevant to the role analysis and
individual specification in terms of the things applicants will be expected to
do and/or the behavior they will be expected to show.

Since the parameters used have been thoroughly studied, a structured

interview would yield much more information about candidates than an
unstructured interview.

Since time is always minimal, it's best to focus on the most critical aspects
of the job; as a result, it's always best to prepare questions ahead of time
(Structured Interview).

To sum up, Latham et al. (1980) found that standardized interviews for
predicting job performance yielded fair, consistent, and reliable results.