The interview type with the highest predictive validity differs based on the goal of the interview.
Generally speaking, a structured interview has the highest predictive validity.
Unstructured interviews have the lowest predictive validity, especially in recruitment or job performance settings.
Semi-structured interviews have adequate predictive validity but not as high as structured interviews.
Situational questions, work sample requests, and interview questions about past behavior are the best question types in the case of job interviews.
When designing job interview questions, make sure to minimize bias and to also account for other types of validity, such as construct validity and content validity.
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