We would recommend a strutured interview with applicants rather than undstructured interviews that had priviously been conducted as outlined in the brief. Pulakos, E. D. (2005). SHRM Foundation’s Effective Practice Guidelines. Retrieved from http://www.shrm.org/about/foundation/research/documents/assessment_methods.pdf. This is because prior research has shown that unstructed interviews are not very vaild for predicting job preformance as compared to structured intreviews. Strutured interviews are conducted to test certain attributes via a precomposed set of questions, most often testing “interpersonal skills, communication skills, leadership, planning, organizing and adaptability, among others.” A crucial part of assesing a structured interview is that there is a standerdised rating critera to display the quality and how effective the responses where, given by the potential employee. Kelechi, J. E. (2012). International Journal of Business and Management. Retrieved from http://www.ccsenet.org/journal/index.php/ijbm/article/view/17522/14161.
