Sample Solution

Interview methods are commonly used by employers to assess the qualifications of job candidates and determine whether they would be a good fit for the organization. There are several types of interview methods which can vary in terms of structure, duration, and topics discussed. Each type has its own advantages and disadvantages as well as areas that require consideration when conducting them.

The most common type is the structured interview which follows a clearly outlined set of questions determined in advance by the employer (Kumar & Johnson, 2020). This method allows for easy comparison between applicants since all have been asked identical questions but does not allow for spontaneous conversation or probing into certain topics. Additionally, there is potential for bias if interviewer fails to remain impartial throughout process.

Another option is unstructured interviews which involve more open-ended conversations that do not necessarily revolve around predetermined questions (Hernandez et al., 2019). Here, an employer can ask more in depth questions to gain insight into applicant’s personality as well as their skill set without putting them on edge like structured interviews might. However due lack of standardization such conversations can quickly veer off topic making it difficult to draw meaningful conclusions from what was learned during session.

Beyond these traditional models ,panel/group interviews are conducted with multiple people present ranging from those associated with a position being filled e.g colleagues , future supervisors etc to complete strangers brought in specifically evaluate candidate( Hernandez et al ,2019 ). Although this technique helps obtain valuable feedback from different perspectives while assessing ability of applicant under pressure ,it also adds additional complexity since individual contributions should be weighed fairly against one another . Moreover setting up this type of environment takes considerable amount time/effort compared other approaches mentioned above .

In summary , Interviews provide useful information about prospective employees allowing employers make informed decisions regarding selection process . Different types exist including Structured , Unstructured and Panel/Group each having its own benefits /drawbacks along with considerations that must taken upon implementing them . As long as appropriate strategies employed techniques can prove successful at identifying ideal candidate thus benefiting both parties involved ultimately.