Question: When is a structured interview an effective selection tool? Group of answer choices when the hiring manager isn't interested in getting to know the applicant

When is a structured interview an effective selection tool? Group of answer choices when the hiring manager isn't interested in "getting to know" the applicant when the applicant is applying for a performance position, like acting or bartending when cognitive and integrity tests are found to not be valid when the questions are based on job analysis and the same questions are given to all applicants

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