The problems of conventional interview process....

As a selection method, interviews are problematic.

Research shows that interviews have good test-retest reliability (same interviewer twice) and good internal consistency reliability, but low inter-rater reliability (between different raters).

The reason for low inter-rater reliability is that interviews are apt to be unstructured and subjective. 

A number of problems result from the unstructured nature of employment interviews. These include:

 (1) Rater error;

 (2) Talkative interviewer hampers collection of job-related information;

 (3) Variance in questions asked of applicants during interview;

 4) Interviewer asks "trick" questions;

(5) Interviewer asks inappropriate questions relating to an applicant's race, religion, sex, national origin, and age.

 

Rater Error in Interviewing 

 

Central tendency errors result in most applicants being rated as average. Leniency and strictness errors, on the other hand, result in most applicants being given either uniformly high or uniformly low ratings. The halo effect has the result of an applicant being seen as generally good or bad because one characteristic of the applicant overshadows all others. Contrast effects may occur if an average applicant is rated more highly than he or she deserves because he or she is interviewed after several poor applicants. Stereotyping is the tendency to compare applicants with one's stereotype of the "ideal" applicant