In a multiple-hurdle selection process, an interview is commonly conducted after the applicants are reviewed (Levashina, Hartwell, Morgeson, & Campion, 2014; Ryan, Sacco, McFarland, & Kriska, 2000). The screening interview may be held in person, via telephone, or through a computer software application such as Skype or Zoom. When an applicant and the employer select one another for potential employment, testing such as cognitive ability or integrity tests may be performed. If the applicant passes the tests and does not self-select out, the next step in a multiple-hurdle process is an interview (Levashina et al., 2014; Ryan et al., 2000). Conducted just prior to the hiring decision, the interview may be either unstructured or structured, allowing for interpersonal communication between applicant and employer (Levy, 2013). As unstructured interviews are less valid, reliable, and are more susceptible to biases than structured interviews, structured interviews are preferable. Multiple interviewers are valid when structured and applicants are rated after each question, reducing the tendency of interviewers to discuss personal attributes of the applicant or be swayed by other’s opinions (Levashina et al., 2014). From a personal standpoint, structured, multiple interviewer applicant evaluations provide a rich perspective from others that may not be clear to the hiring manager. Please provide a 150-200 word response to the question and please use at least 1 reference. Also please cite reference in APA 6th edition format and please provide doi or www info for reference if applicable.