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It can be an option in case it is a far distance interview.

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It is easier to see if the person says the truth and ask more questions to make sure.

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* Candidate can be a good liar
* Candidate's personal opinion on his performance might differ from the reality

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* Gets a better picture of the candidate's skills
* Easier to see what the candidate will perform in the future in the similar situation
* Gets to know a candidate's work-style better

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Interviewer might get the same result as they would get from Face-to-Face interview, however,  there might be limit on time, bad internet signal and interviewee might just be reading from their notes or other sources.

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-There's no personal biases
-A chance to compare different opinions
-There might be disagreement.

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-Easy to read applicant's body language
-Ability to dig deeper

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An applicant might not be able to perform his/her best due to nerve, even though he/she might give a good performance otherwise.

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-  Get behind the front of an applicant (CV) and see what he/she is capable of when put on the spot - the ability to act under pressure.
- Get to know the applicant's personality.

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puts the interviewee in a conflict or difficult situation where he or she has to analyze and make decisions to solve it

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Job-related questions that are asked by the interviewer . They refer to the past performance of the candidate and help to determine whether he/she is suitable for the position.

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This is best used in this type because the recruiters will have only limited time with each candidate so the questions should be formulated quick to the point and it leave no room for distracting questions.

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If first interview, could be used to make interview move quickly

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The 1st interview could be done on the phone using the structural interview so that it rules out unqualified candidates quickly.

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- Doesn't give the candidate a look into how corporate culture looks like (will seem quite stiff)
- Doesn't allow for the candidate to show personality
- Generally not aloud to deter far from the pre-made list of questions (if a candidate mentions past experience- shouldn't ask for him describe further

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- Using a set amount of questions allows the interview process to stay on track with time.
-  Understand whether the candidate has the required skill level to perform the job eg. Knowledge, skill and experiences.

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Is a list of questions that specifically relate to job skills and requirements eg. Do you have Alcohol and Hygeine Passport? Can you use Word and Excel