In implementing an accurate and fair selection method, the employer can select from a variety of interviewing techniques. The choice depends on considerations such as the nature of the position being filled, the industry, the corporate culture and the type of information the employer seeks to gain from the applicant. Interviewing techniques can be either structured or unstructured. The main purpose of structured interviewing is to pinpoint job skills that are essential to the position. The interviewer asks a specific set of questions of all applicants for the particular position. This straightforward approach makes it easier for the interviewer to evaluate and compare applicants fairly. Some interviewers ask the questions in a predetermined order, while others may not adhere to a strict order but still make certain they address all the planned questions. Structured interviewing generally provides the interviewer with the information needed to make the hiring decision. It also can be crucial in defending against allegations of discrimination in hiring and selection, because all applicants are asked the same questions. In an unstructured interview, the interviewer does not have a strict agenda but rather allows the applicant to set the pace of the interview. Questions tend to be open-ended, which can enable the candidate to disclose more than he or she might if asked closed-ended questions requiring only a brief answer. In addition, questions in an unstructured interview can be tailored according to an applicant's skills and experience levels. However, the absence of structure may make it difficult to compare and rank applicants because they are not asked the same set of questions. The most widely used types of interviewing are: The telephone prescreen interview. The direct one-on-one interview, which can take a behavioral, competency-based or situational approach. The panel interview.