sed because it provides the opportunity for two-way communication. According to Gilliland (1993), two-way communication is an advantageous characteristic of the structured interview. Effective two-way communication allows the applicant a sense of voice regarding the selection decision. Simply put, two-way communication allows the candidate their “say”. Next, the structured interview should maintain propriety of questions. Invasive or improper questioning must be avoided to maintain a valid and reliable interview. The structured interview provides the opportunity for the employer to explain the job requirements and the organization itself. A Realistic Job Preview (RJP) is a good way to do this. An RJP provides the applicant with an honest assessment of the pertinent tasks and the organization in general, even when such information does not reflect well on the company (Gilliland, 1993). A structured interview also allows for feedback. Organizations should offer applicants timely and useful feedback. This specific information has the benefit of differentiating one organization from another (Rynes, Bretz, and Gerhart, 1991). This feedback aids the candidate in making a more informed decision and in return the organization gets a more satisfied employee. The final characteristic of an effective structured interview is the selection information. During the selection process the interviewer should provide information on the process. This allots the applicant the opportunity to better understand their selection, increasing the chance that they will be more self-selecting. Self-selecting increases the organizations effectiveness for hiring a satisfied employee. A structured interview is the most effective selection system when conducted correctly. It is more effective than cognitive-abilities tests, because the abilities tests only address how the person may perform. It fails to address the concerns ...
