Despite the increasing complexities of the workplace and improvements in employee selection methods, unstructured interviews remain one of the most common forms of employee selection. This approach, however, is no longer viable or necessary.The selection and placement of employees is one of the most important parts of running a successful organisation. "Any organisation that intends to compete through people must take the utmost care with how it chooses organisational members. Employee selection decisions made over the course of an organisation's history are instrumental to its ability to survive, adapt and grow."(De Cieri, H. & Kramar R., 2003) . There are many methods used when trying to find the right person to fill a position within an organisation.
The employee selection interview is one of the most common selection methods used by organisations today. There are basically three kinds of interview, the unstructured interview, the semi-structured interview and the structured interview.
The unstructured interview is the most used interview for selecting employees although this is most likely to change, as there is increasing evidence that the other two kinds of interview are a lot better at identifying applicants who are likely to do well on the job.
An unstructured interview is basically a conversation between the interviewer and the job candidate where the interviewer relies on their interviewing experience to rate a candidate, 'the questions in the interview are not planned and the interviewer basically "wings" the interview.'(Wysocki, A. F., 2000) . Some advantages of the unstructured interview are; the interviewer wouldn't need to take much time to prepare the interview, the interests and concerns of the job candidate can be discussed more freely and the job candidate would feel more comfortable during the interview. There are many disadvantages to the unstructured interview, some important job related issues may...