Managers use a variety of question and ways to decide who will be hired and who will not. With the interviewing process we need to look at a few areas or questions. These questions will help to show positives and negatives of the interviewing process. The validity of predicting good employees from an interview can vary. If the type of interview is a structured interview it is more likely to have a higher level of validity.
Validity is how the interview is relevant to the job being applied for.
If the question being asked pertain to the job analysis and the demands of the position, the validity will be better. If an unstructured interview is used, the validity can be lower based on content of question being asked. If the interview is not planned and is totally done by going with the flow of things the validity is obvious. If the manager does not know what type of person they are looking for how can they possibly conduct a search. Much of the time in an interview, first impressions are what get you the job.