There are two kinds of structured interviews: behavioral and situational. Behavioral interviews ask candidates to describe prior achievements and match those to what is required in the current job (i.e., “Tell me about a time…?”). Situational interviews present a job-related hypothetical situation (i.e., “What would you do if…?”). A diligent interviewer will probe deeply to assess the veracity and thought process behind the stories told by the candidate. Structured interviews are predictive even for jobs that are themselves unstructured. We’ve also found that they cause both candidates and
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