Most jobs are handed out after a conversation. Both sides treat it as the fair part of the process.
How well it actually predicts anything has been studied for decades.
Sources
Schmidt FL & Hunter JE (1998) — The Validity and Utility of Selection Methods in Personnel Psychology, Psychological Bulletin: 85 years of research findings. Structured interviews average .51 predictive validity against .38 for unstructured; a structured interview combined equally with a general mental ability measure reaches .63
Schmidt FL & Oh IS — the 100-years-of-research update to that meta-analysis
McDaniel MA et al. (1994) — The Validity of Employment Interviews: a comprehensive review and meta-analysis, the other major review of this literature