Most of the jobs that I’ve had have been entry-level, so the interviews that I’ve had have been very brief and simple, most of the time the explanation of the position was very basic and and didn’t give a good idea of what I’d actually be doing, and they asked questions such as “When can you start?” and “What hours are you available”? I think that for the level of job that I was working these questions are appropriate as a lot of the explanation learning was done during the training and the responsibilities were explained as they became present. For higher-level jobs, I would say that these types of interviews are ineffective and do not contribute to reliability, validity, or utility. For reliability and validity, I would recommend that interviewers use structured questions to inquire about past situations to see how you would respond, making sure that the interviews are trained properly/ using multiple interviewers in order to gain more perspective. To increase utility I would recommend that interviewers have job-relevant information readily available to be used in the interview, depending on the type of job use job based assessments such as ability tests or work samples, and have a benchmark for acceptable hires. It is also important to neutralize biases during the interview in order for them to be as effective as possible.
Bohnet, Iris. “How to Take the Bias out of Interviews.” Harvard Business Review, 18 July 2016, hbr.org/2016/04/how-to-take-the-bias-out-of-interviews.