<sod>A '''job interview''' is a one-on-one interview consisting of a conversation between a job applicant and a representative of an employer which is conducted to assess whether the applicant should be hired.<ref name = "Dipboye et al">Dipboye, R. L., Macan, T., & Shahani-Denning, C. (2012). The selection interview from the interviewer and applicant perspectives: Can't have one without the other. In N. Schmitt (Ed.), The Oxford handbook of personnel assessment and selection (pp. 323-352). New York City: Oxford University.</ref> By definition job interview is a highly professional meeting demanding professional attire.<ref name=":0">{{Cite web|url=https://kashmirobserver.net/2016/opinions/10-important-interview-etiquettes-job-seekers-3700|title=10 Important Interview Etiquettes for Job Seekers|website=Kashmir Observer|access-date=2016-04-01}}</ref> Interviews are one of the most popularly used devices for employee selection.<ref>Dipboye et al</ref> Interviews vary in the extent to which the questions are structured, from a totally [[Unstructured interview|unstructured]] and free-wheeling conversation, to a [[structured interview]] in which an applicant is asked a predetermined list of questions in a specified order; <ref>Dipboye et al.</ref> structured interviews are usually more accurate predictors of which applicants will make good employees, according to research studies.<ref>Wiesner, W. H., & Cronshaw, S. F. (1988). A meta-analytic investigation of the impact of interview format and degree of structure on the validity of the employment interview. Journal of Occupational Psychology, 61(4), 275-290.</ref><eod>
<sod>A '''job interview''' is a one-on-one interview consisting of a conversation between a job applicant and a representative of an employer which is conducted to assess whether the applicant should be hired.<ref name = "Dipboye et al">Dipboye, R. L., Macan, T., & Shahani-Denning, C. (2012). The selection interview from the interviewer and applicant perspectives: Can't have one without the other. In N. Schmitt (Ed.), The Oxford handbook of personnel assessment and selection (pp. 323-352). New York City: Oxford University.</ref> Interviews are one of the most popularly used devices for employee selection.<ref>Dipboye et al</ref> Interviews vary in the extent to which the questions are structured, from a totally [[Unstructured interview|unstructured]] and free-wheeling conversation, to a [[structured interview]] in which an applicant is asked a predetermined list of questions in a specified order; <ref>Dipboye et al.</ref> structured interviews are usually more accurate predictors of which applicants will make good employees, according to research studies.<ref>Wiesner, W. H., & Cronshaw, S. F. (1988). A meta-analytic investigation of the impact of interview format and degree of structure on the validity of the employment interview. Journal of Occupational Psychology, 61(4), 275-290.</ref><eod>