Exploring Interview Dynamics in Hiring Process: Structure, Response Bias, and Interviewee Experience

Abstract

Interviews plays a crucial role in the hiring process, influencing decisions that can significantly organizations and individuals. This literature review comprehensively examines the role of interviews in the hiring process, focusing on three dimensions: structure, response bias, and interviewee experience. It begins by defining each interview structure and discussing the shortcomings of unstructured interviews in terms of reliability and validity, the flexibility of semi-structured interviews, and the high validity of structured interviews. In addition, this paper addresses the issues of response bias and interviewee experience that frequently arise in interviews. Potential solutions to these issues are explored, leveraging the distinctive features of the three structures. And the finding suggests that structured interviews are more effective in mitigating bias, while semi-structured interviews prioritize the interviewees experience. The strong replicability of structured interviews makes them suitable for extensive study and future improvement. Therefore, this paper proposes that enhancing interviewee experience in structured interviews should be a key area of future research.