Please use this identifier to cite or link to this item: https://hdl.handle.net/10356/10692
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dc.contributor.authorNg, Serene Yan Ling.en_US
dc.contributor.authorTan, Jonathan Po Hsiong.en_US
dc.contributor.authorWong, Vincent Keng Loon.en_US
dc.date.accessioned2008-09-24T07:46:31Z-
dc.date.available2008-09-24T07:46:31Z-
dc.date.copyright1999en_US
dc.date.issued1999-
dc.identifier.urihttp://hdl.handle.net/10356/10692-
dc.description.abstractInterviewing has always been a preferred selection method all along, especially in Singapore. Thus the team is also interested in establishing whether there is any difference between structured and unstructured interviewing. Information is obtained from 31 returned survey forms.en_US
dc.rightsNanyang Technological Universityen_US
dc.subjectDRNTU::Business::Management::Personnel management-
dc.titleEffectiveness of structured and unstructured interview.en_US
dc.typeFinal Year Project (FYP)en_US
dc.contributor.supervisorChew, Irene Keng-Hoween_US
dc.contributor.schoolNanyang Business Schoolen_US
item.grantfulltextrestricted-
item.fulltextWith Fulltext-
Appears in Collections:NBS Student Reports (FYP/IA/PA/PI)
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