Interviewing Methods
2
Key Formats
Behavioral and situational
6
Bias Types
Halo horn primacy recency contrast similar-to-me
1
Best Answer
Structured interviews always win
Structured vs Unstructured
Structured
- Same questions for every candidate
- Predetermined scoring rubric
- Higher validity and legal defensibility
- Reduces interviewer bias significantly
Unstructured
- Questions vary by candidate
- No standardized scoring
- Lower validity and harder to defend
- Highly susceptible to interviewer bias
Legal vs Illegal Interview Questions
this panel is exam goldYou CANNOT ask about age, marital status, number of children, religion, national origin, disability, or arrest record. Even casual small talk that touches these areas creates legal liability.
Can Ask
- • Are you authorized to work in the US?
- • Can you perform the essential functions?
- • Are you available to work this schedule?
- • Do you have relevant certifications?
Cannot Ask
- • Where are you from?
- • Do you have children?
- • How old are you?
- • Have you ever been arrested?
can you spot the illegal question?
Practice interview law scenarios with instant right/wrong feedback
Practice Interview QuestionsExam Traps
You cannot ask about these topics, period
Age, marital status, number of children, religion, national origin, disability, and arrest record are off limits. The exam will present interview scenarios where the interviewer asks a seemingly friendly question that crosses the line. "Do you have kids?" is illegal even when asked casually.
You CAN ask about work authorization
"Are you authorized to work in the United States?" is a perfectly legal question. "Where are you from?" is not. The exam tests the distinction between verifying work eligibility and probing national origin. The first is required by I-9. The second violates Title VII.
"Where are you from?" is illegal, "Can you work here legally?" is fine
The difference is intent and scope. Asking about authorization verifies a job requirement. Asking about origin probes a protected class. If the exam presents two similar-sounding questions, look for whether it targets national origin or work eligibility.
Same Script = Fair
Structured interviews use the same questions, same order, same rubric. That is why they win on validity. Always.
STAR Format
Situation. Task. Action. Result. Behavioral interviews ask candidates to describe past behavior using this framework.
Imagine a play audition where every actor reads the same monologue and is scored on the same rubric by the same judges. That is a structured interview. Fair comparison, consistent measurement.
Now imagine an audition where each actor gets a different scene, the director asks random questions, and scoring is based on gut feeling. That is an unstructured interview. Entertaining, but unreliable.
"Tell me about a time you handled conflict." The director wants to see your actual track record. Past behavior predicts future behavior. Use the STAR format to structure the answer.
"What would you do if a customer yelled at you?" The director wants to test your judgment. These questions reveal how candidates think, but they do not prove past performance.
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