Final answer:
In the limited research on interviews, they provide dynamic information about candidates. Job applicants should be aware of their behavior, and structured interviews are more effective in predicting job performance.
Step-by-step explanation:
In the limited research that has been done on interviews, it has been found that they can provide more dynamic information about a candidate compared to standard testing measures. Factors such as social factors and body language can influence the outcome of an interview, including the degree of similarity between the applicant and interviewer, as well as nonverbal behaviors like hand gestures and head nodding. However, it is important for job applicants to be aware of their behavior during an interview, practicing and seeking feedback to present themselves confidently and positively.
Research has shown that structured interviews, where the interviewer asks the same questions to each candidate and uses a standardized rating system, are more effective in predicting job performance. On the other hand, unstructured interviews, where questions are not specified beforehand and vary for each candidate, may not be as effective. It is important for employers to be aware of bias during employment interviews and implement mechanisms to avoid it.
Overall, while interviews can provide valuable information about candidates, it is important to consider various factors such as bias and the structure of the interview to make the hiring process more effective.