$1.$ May provide a more accurate assessment of an applicant$$s job$-$related personality traits than other types of interviews

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$2.$ Should be avoided in favor of other types of interviews

Unstructured interview

$3.$ Asks candidates questions that focus on hypothetical situations

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$4.$ Each applicant$$s conversation with the interviewer is different; can feel more like an ordinary, informal conversation than a job interview

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$5.$ Attempts to learn how employees have dealt with workplace situations in the past

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$6.$ Has been found to be poor for employee morale once an applicant who has been through this type of interview accepts the job

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$7.$ Might become overly subjective and interviewers$$ biases are likely to influence their perceptions of candidates$$ responses.

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$8.$ An example question would be $$How would you respond if two employees came to you asking for a raise, and you knew you could only give a raise to one of them?$$

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$9.$ An example question would be $$Tell me about a time that you had to say $$no$$ to an employee$$s request in the past. How did you handle it$,$ and what would you do differently if you could go back in time?$$

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$10.$ Attempts to figure out how applicants would respond if they were to encounter a given situation on the job

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$11.$ Asks candidates questions that focus on things they have done in previous jobs

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$12.$ Vulnerable to legal action from candidates because questions can easily veer into non$-$job$-$related territory such as disability, family status, or diversity

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