Based on our lecture there are two types of interviews: Structured and unstructured interviews. Other interviews exist but these are the major two. When it comes to reliability, validity, and utility of structured interviews are supposed to be more reliable and valid than unstructured interviews. The reason structured interviews are better in the way of reliability and validity is that they are more objective and they eliminate biases by standardizing interview processes. Based on the HBR article, “companies should use analytical tools and software to bring more structure to hiring process” (How to take the bias out of interviews, 2016). The analytical tools and software would provide that objectivity and standardization in the interview processes and reduce bias because they would provide the company with data/facts instead of the hiring manager’s opinions.
When it comes to my personal experience with structured and unstructured interviews, I had an interview with Under Armor that was very structured and I did it online where a computer was just recording my answers to pre-written questions, so I did not see the person that was interviewing me. This could have been an effective interview process for Under Armor because they could compare candidates horizontally by each question/answer ones they reviewed these interviews and save the costs of flying HR managers to different locations, but I really did not like that experience as it was weird to talk to myself in the interview. Another situation that I was in included a personality test. I did it in order to understand if I would fit well with the basketball team I was supposed to play with. The test was very interesting and it seemed accurate and reliable because others and I could see me like it was explained in the test. The test claimed that I would be a great fit for the team and it was right because I absolutely enjoyed playing there, and overall, the team performed well that basketball season.
Lastly, although I was not a part of many unstructured interviews, it appears to me that they can be biased in many ways so I would recommend that companies using them substitute them by applying “work-sample tests, structured interviews, and comparative evaluation” (How to take the bias out of interviews, 2016) interview systems/processes.