Gina, a marketing manager, meets with Xavier, HR manager, to ask for help on her interviewing skills. Gina explains she is a people person and her department is built on teamwork. When she interviews, she tries to get to know them. She always begins by saying, "Tell me about yourself". Based on what the candidate says, she lets the conversation unfold for up to 60 minutes. How does this approach limit Gina's interviewing effectiveness? By using this structured approach, she avoids asking the wrong questions. By ahways starting with the same question, she limits the creativity of the candidates. Her panel interview method has low validity for a department built on teamwork. The wide latitude of these nondirective interviews can result in low reliability and validity. Gina, a marketing manager, meets with Xavier, HR manager, to ask for help on her interviewing skills. Gina explains she is a people person and her department is built on teamwork. When she interviews, she tries to get to know them. She always begins by saying, "Tell me about yourself". Based on what the candidate says, she lets the conversation unfold for up to 60 minutes. How does this approach limit Gina's interviewing effectiveness? By using this structured approach, she avoids asking the wrong questions. By ahways starting with the same question, she limits the creativity of the candidates. Her panel interview method has low validity for a department built on teamwork. The wide latitude of these nondirective interviews can result in low reliability and validity