Structured A predetermined checklist of questions, usually asked of all applicants. Useful for valid results especially when dealing with large number of applicants. Mixed A combination of 1 and 2, that resemble what is usually done in practice. Realistic approach that yields comparable answers plus in-depth insights. Situational Questions limited to hypothetical situations.
Evaluation is on the solution and the approach of the applicant.
Useful to understand applicant s reasoning and analytical abilities under modest stress 5. Stress A series of harsh, rapid-fire questions intended to upset the applicant Useful for stressful jobs, such as handling complaints. The interview is valid for making inferences about applicants sociability and verbal skills, and work motivation. Work sample - present the applicant with opportunities to perform small, manageable segments of job tasks or duties. Assumption - a person who can demonstrate the ability to learn and perform on a job sample will be able to learn and perform on the total job .