Structured vs. Unstructured Interviews

In the quest for the ideal candidate, interviews serve as a critical tool, offering employers the chance to assess not only a candidate's skills and qualifications but also their interpersonal abilities and cultural fit. Among the many interviewing techniques that exist, structured and unstructured interviews are commonly used. Both have their merits and can be used in tandem to create a holistic view of a candidate. In this article, we delve into the characteristics, benefits, and drawbacks of structured and unstructured interviews.

Understanding Structured Interviews

A structured interview follows a consistent format, using a predetermined set of questions asked to each candidate in the same order. This approach brings consistency and fairness to the process, allowing interviewers to compare candidates on an even playing field.

Structured interviews typically involve job-related questions based on the skills and competencies required for the role. They can include situational and behavioural questions, which ask candidates to provide examples from their past experiences that demonstrate their ability to perform in the role.

The Merits and Drawbacks of Structured Interviews

The primary advantage of structured interviews is their reliability and validity. Because every candidate is asked the same questions in the same order, interviewers can make accurate comparisons between candidates. This consistency reduces bias and allows for a more objective assessment.

However, structured interviews can feel rigid and may not allow for spontaneous dialogue or in-depth exploration of a candidate's responses. In addition, they might not enable an interviewer to assess the cultural fit or personality of a candidate effectively.

Understanding Unstructured Interviews

In contrast, unstructured interviews are more like a free-flowing conversation. Instead of a fixed set of questions, the interviewer guides the discussion based on the candidate's responses. These interviews allow for greater flexibility, enabling interviewers to delve deeper into a candidate's experience, skills, and personality.

The Merits and Drawbacks of Unstructured Interviews

Unstructured interviews provide a more relaxed environment, which can put candidates at ease and lead to more authentic responses. They also give the interviewer an opportunity to assess the cultural fit and the interpersonal skills of the candidate in a more natural setting.

Unstructured interviews are more subjective and less reliable for comparing candidates. The lack of a consistent format can introduce bias, and the assessment may be influenced more by the interviewer's perceptions and feelings about the candidate.

Combining Structured and Unstructured Interviews

Many organisations find value in combining structured and unstructured interviews in their hiring process. This hybrid approach allows them to objectively assess candidates' skills and qualifications while also getting a sense of their personality, cultural fit, and other intangible qualities.

In practice, this might involve conducting a structured interview to assess a candidate's skills and qualifications and then conducting an unstructured interview to get a better sense of the candidate's personality and cultural fit.

Both structured and unstructured interviews have their merits and can be effectively used in combination to provide a well-rounded assessment of candidates. By understanding the characteristics, benefits, and drawbacks of each, organisations can develop an interviewing strategy that best meets their needs.