compare and contrast the four interview approaches. refer from the book. thanks

Part 3 Developing Effectiveness in Human Resources ended questions --and permits the nondirective interview An interview in which the applicant is allowed the macimum amount of freedom in determin ing the course of the discussion, while the interviewer carefully refrains from influencing the applicant's remarks Nondirective interviews In a nonrractive Interview, the interviewer asks broad, open-ended as "Tell me more about your experiences on your last job"--and cant to talk freely with a minimum of interruption. The greater freed the applicant helps uncover information a candidate might not dische structured questioning. However, because the applicant determines tha interview the information gathered on one applicant can be vastly diff information gathered on another. Thus the reliability and validity of the are not likely to be as great. secdem disclosure is the com ay different my of these structured interview An interview in which a set of standardized questions having an es tablished set of answers is used Structured Interviews A structured interview has a set of standardized questions (based on a job and an established set of answers against which applicant responses can be it provides a more consistent basis for evaluating job candidates. According to by the U.S. Merit Systems Protection Board, a quasi-judicial agency that ser guardian of federal merit systems, structured interviews are twice as likely as pont tive interviews to predict on-the-job performance. HR staff members of Weyertes Company, a forest products firm, have developed a structured interviewing used for all candidates. Candidates' responses are rated on a five-point scale to those answers, and the interviewers take notes for future reference and in cul legal challenge. Structured interviews are also less likely than nondirective inter to be attacked in court." God God thir Poo the men situational interview An interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it Situational Interviews A situational interview is a variation of a structured interview. An applicants a hypothetical incident and asked how he or she would respond to it. The applica response is then evaluated relative to preestablished benchmark standards. Man nizations use situational interviews to select new college graduates because lack actual situations in the workplace they can describe. Highlights in HRM20 sample question from a situational interview used to select systems analysis ical plant. each obse from If the that decis viewe 6.36 Most behavioral description interview (BDI) An interview in which an applicant is asked questions about what he or she actually did in a given situation Behavioral Description Interviews A behavioral description interview (BDI) focuses on actual work inci interviewee's past and what the applicant did in response. To assess a ager's ability to handle a problem employee, an interviewer might ask. the last time you disciplined an employee." ABDI assumes that past performance is the best predictor of future format also may be somewhat less susceptible to applicant faking. In indicates that the behavioral description interview is more effective to interview for hiring higher-level positions such as general managers and 'ght ask, "Tell ways t iture performant 8. In addition the than the sur 73 and executies Video In an said th Skype. Mau - expand McMas sequential interview A format in which a candidate is interviewed by multiple people, one right after another Sequential and Panel Interviews A sequential interview is one in which a candidate is interviewed by one right after another. Sequential interviews are very common. The interviewers who have a vested interest in the candidate's success to od by m e . They allow s to meet and