Compare and contrast unstructured interview and behavioral structured interview

What will be an ideal response?

The unstructured interview—short in duration, casual, and made up of random questions—is not a very effective selection device. The data gathered from such interviews are typically biased and often only modestly related to future job performance. Without structure, a number of biases can distort results. These biases include interviewers tending to favor applicants who share their attitudes, giving unduly high weight to negative information, and allowing the order in which applicants are interviewed to influence evaluations.

Using a standardized set of questions, providing interviewers with a uniform method of recording information, and standardizing the rating of the applicant's qualifications reduce the variability in results across applicants and enhance the validity of the interview as a selection device. The effectiveness of the interview also improves when employers use behavioral structured interviews. This interview technique requires applicants to describe how they handled specific problems and situations in previous jobs. It's built on the assumption that past behavior offers the best predictor of future behavior.