response to Structured interviews are recommended in the selection process because they have been proven to be more valid, reliable, and legally defensible, than unstructured interviews. All candidates are asked the same, uniform questions directly related to their job tasks, and their answers are assessed using a standardized scoring system. The consistency of this reduces interviewer bias and increases predictive validity. Structured interviews have a validity coefficient of 0.51, compared to only 0.38 for unstructured interviews (Schmidt & Hunter, 1998). A structured interview has predefined criteria which ensures fairness and also protects organizations from potential discrimination claims. Using behaviorally anchored rating scales (BARS) and job-relevant questions helps interviewers focus on competencies