Structured and unstructured interviews

Interviews are crucial in getting to know a candidate better, which helps in making hiring decisions relating to the candidate. To get the most valuable information out of your interview, it’s imperative to use tact and have an effective plan in mind.

While there may be many different types of interviews, the structured interview and unstructured interview are two interview formats you can use that differ based on the degree of structuring involved. While they’re both used differently and have their own set of pros and cons, they can assist you in making decisions based on the information gathered from the interview.

Structured interview

As the name suggests, such interviews follow a predetermined structure. A structured interview makes use of a set of standard questions asked to all candidates in the same order and manner. Standardization can be maintained through following a predetermined set of questions to minimize the instrument and interviewer impact on the results. They typically make use of close-ended questions in an interview schedule that does not allow for further probing of the candidate’s responses.

Pros of a structured interview

Not only are structured interviews easier to conduct since there’s a predetermined format, but they’re also a means of obtaining reliable and valid data that can be verified through repeated use.

Structured interviews can also be conducted more quickly, and are, therefore, cost-effective for obtaining a large amount of information in a short amount of time. The interview can be highly focused on specific predetermined questions so that you get as much information as needed to be able to make your decision about the candidate.

Prior planning in framing questions that are generally close-ended means that you get to avoid wasting time and resources on off-topic discussions with candidates. The degree of standardization offered makes it a powerful assessment tool for candidates.

With structured interviews, since all candidates are asked the same questions in the same format and manner, comparisons can be made while assessing skill sets and the experience of candidates concerning their performance in the interview. Such comparisons can assist you in choosing the candidate best-suited to the job.

Cons of a structured interview

While hiring, you’re not just interested in a candidate’s prior work experience or knowledge; selecting the right person for the job depends on so many more aspects of their personality, and that’s where the structured interview fails. The predetermined set of close-ended questions do not allow for more in-depth probing into a candidate’s personality, interest, or communication skills, all of which are important aspects of job performance, especially for sales roles and jobs that require good interpersonal communication.

Another drawback of structured interviews is that it can create a tense environment with very little rapport building. Interviews are stressful enough for candidates, who generally perform better when they’re at ease; the lack of personal touch in structured interviews and strict adherence to the interview schedule can result in candidates feeling intimidated and stressed. Obviously, this can negatively affect their performance. The focus on the quantity of information gathered, rather than quality, offers limited scope for understanding the candidate as a whole being.

Unstructured interview

Unstructured interviews, by contrast, do not follow a standardized format for all candidates and are non-directive. There’s usually no interview schedule used with pre-determined questions, and open-ended questions are asked as the interview progresses. Despite their lack of structure, they have a purpose and require skilled interviewers who can gather information through deeper probing of candidates without losing track of the interview’s purpose.

Pros of the unstructured interview

With unstructured interviews, you can gather information from in-depth probing of candidates and get to know their personality better. Such interviews offer greater flexibility in interactions between you and the candidate and can be great in establishing rapport with the candidate. Candidates are in a better position to perform when they’re at ease, and the strict divide between you and the candidate can be relaxed.

Unstructured interviews provide more realistic assessments of candidates since the data gathered can be elaborated on and clarifications sought without having to adhere to a predetermined set of questions. The greater interaction through unstructured interviews means that even the candidate can clarify doubts regarding the work or aspects of the organization and receive a better picture of the organization and its work environment.

Communication and the interpersonal skills of the candidate can also be checked as the interview progresses, providing valuable insights that can aid hiring decisions.

Cons of the unstructured interview

Contrary to the structured interview, unstructured interviews take a lot more time since they allow for deeper probing into candidates’ responses. There’s also a risk of the discussion steering away from pertinent information needed to make hiring decisions. Off-topic issues can waste precious time. You’ll also need a skilled interviewer to maneuver the challenges of unstructured interviews so that the focus of the interview is not lost, and this could translate into greater training costs for you. Unstructured interviews also don’t allow a comparative analysis of candidates interviewed.

While each interview format has its own share of pros and cons, a clear purpose can benefit from either and allow you to make the right hiring decision.