{
  "@type": "FAQPage",
  "mainEntity": [
    {
      "@type": "Question",
      "name": "What is the main purpose of a job interview?",
      "acceptedAnswer": {
        "@type": "Answer",
        "text": "A job interview assesses a candidate's skills, cultural fit, and growth potential in ways that a resume cannot. The format should be deliberately matched to what the role requires, as different interview types reveal different qualities and capabilities."
      }
    },
    {
      "@type": "Question",
      "name": "How do I choose the right type of interview for a role?",
      "acceptedAnswer": {
        "@type": "Answer",
        "text": "Match the format to what you need to assess. Structured interviews suit entry-level roles requiring consistent comparison; behavioural interviews work best for evaluating past performance and decision-making; practical interviews are most effective when demonstrated technical skill matters most."
      }
    },
    {
      "@type": "Question",
      "name": "What tools are commonly used for virtual or video interviews?",
      "acceptedAnswer": {
        "@type": "Answer",
        "text": "Zoom, Microsoft Teams, Google Meet, and HireVue are the most widely used platforms. Each supports features such as recording, screen sharing, and live collaboration, making them suitable for a range of remote and virtual interview formats."
      }
    },
    {
      "@type": "Question",
      "name": "Why are behavioural interviews more effective than hypothetical questions?",
      "acceptedAnswer": {
        "@type": "Answer",
        "text": "Behavioural questions require candidates to draw on real past experiences rather than construct ideal-sounding answers to hypothetical scenarios. Past behaviour is a significantly more reliable predictor of future performance than theoretical responses."
      }
    },
    {
      "@type": "Question",
      "name": "What is a structured interview and why does it reduce bias?",
      "acceptedAnswer": {
        "@type": "Answer",
        "text": "A structured interview asks every candidate the same questions in the same order, with responses scored against pre-defined criteria. This consistency reduces the influence of unconscious bias and personal rapport on hiring decisions, producing more objective and legally defensible outcomes."
      }
    }
  ]
}