Discussion Prompt:

For this week's discussion, you will watch four videos of two different candidates interviewing for a job at Chern's, an upscale men's and women's department store. Chern's is hiring a new sales associate for its flagship store. They are looking for someone who will excel at customer service and who is ready to hit the ground running when they start. In other words, they'd like the new hire to arrive with the knowledge, skills, abilities, and other characteristics required to be immediately successful.

Interview $1($unstructured$)$: Parvathi ${?}_G.$

Interview $2$: $($structured$)$: Parvathi $G$

Interview $3$: $($unstructured$)$: Ben $G$

Interview $4$: $($structured$)$: Ben $$

For your post, please address the following three questions. Remember, you must make explicit links to specific concepts from this week's reading and lecture in your response:

Which type of structured interview technique is used in interviews $2$ and $4?$ In both of these interviews, how effective do you think the interviewer's questions were in generating job$-$relevant information from the candidate? Briefly explain with specifics from the interviews.

What did you perceive the main difference$($s$)$ to be in the questions asked in the structured vs$.$ unstructured interviews? How effective were the unstructured interviewer's questions $($interviews $1$&$3)$ in generating job$-$relevant information from the candidate? Briefly explain with specifics from the interviews.

Which type of interview would you expect to generate higher applicant perceptions of procedural fairness? Briefly explain why.