What are the three general types of interviews recognized in the hiring process?

The three general types of interviews recognized in the hiring process are structured, unstructured, and semi-structured.

Structured interviews involve a consistent set of questions that are asked of all candidates, which allows for easier comparison of responses and minimizes biases. This format helps in assessing candidates based on predetermined criteria, ensuring that every candidate is evaluated on the same basis.

Unstructured interviews are more flexible and conversational, with questions that may vary based on the flow of the conversation. This type can provide deeper insights into a candidate's personality and thought processes but may introduce inconsistencies in how each candidate is assessed.

Semi-structured interviews combine elements of both structured and unstructured formats. This allows interviewers the flexibility to explore areas of interest that may arise during the interview while still maintaining some level of consistency in the questions asked.

The other choices do not encapsulate the primary categories of interview types recognized in the hiring process. Behavioral, situational, and technical interviews refer more to the content of the questions asked, rather than the overall structure of the interview. Likewise, direct, indirect, and scenario-based may refer to approaches to gathering information but do not represent the main structural classifications of interviews.