Structured and Unstructured Interviews are two common types of job interviews used by employers to assess candidates. Structured Interviews follow a standardized format with pre-determined questions, aiming for consistency and objectivity in assessing candidates’ job-related competencies; whereas, Unstructured Interviews are more flexible and open-ended, allowing for deeper exploration of candidates’ personalities and qualities but may be subject to greater interviewer bias and variability.
What is Structured Interview?
A structured interview is a type of job interview in which the interviewer asks each candidate a pre-determined set of standardized questions. The questions are carefully crafted to assess specific job-related competencies, skills, and behaviors that are deemed important for the role being interviewed for. Structured Interviews are designed to be consistent and objective, aiming to evaluate candidates fairly and systematically based on their responses to the pre-determined questions.
Features of Structured Interviews are:
- Standardized Questions: Structured Interviews involve asking all candidates the same set of questions in the same order. These questions are typically developed in advance and are based on job analysis to ensure relevance to the position.
- Job-Related Focus: Questions in structured interviews are tailored to assess specific job-related competencies, such as problem-solving abilities, communication skills, teamwork, leadership, and technical expertise.
- Consistency: The goal of structured interviews is to maintain consistency across all interviews, ensuring that each candidate is evaluated based on the same criteria and standards.
What is Unstructured Interview?
An unstructured interview is a type of job interview where the interviewer does not follow a pre-determined set of questions or a standardized format. Instead, the conversation flows more freely, allowing the interviewer to explore various topics based on the candidate’s responses and provide follow-up questions as needed. Unstructured Interviews are less formal and more open-ended compared to structured interviews.
Features of Unstructured Interview are:
- Flexibility: Unlike structured interviews, unstructured interviews offer greater flexibility in the questioning process. The interviewer may start with a general topic or open-ended question and allow the conversation to evolve naturally based on the candidate’s responses.
- Open-ended Questions: Questions in unstructured interviews are often broad and open-ended, allowing candidates to express themselves more freely and provide detailed responses. This approach encourages candidates to share their thoughts, experiences, and perspectives on various topics related to the job or their background.
- Exploratory Nature: Unstructured Interviews are exploratory in nature, allowing the interviewer to delve deeper into specific areas of interest or probe further into the candidate’s responses. The conversation may cover a wide range of topics beyond job-related skills, including personal experiences, interests, and aspirations.
Difference between Structured and Unstructured Interview
|
Basis |
Structured Interview |
Unstructured Interview |
|---|---|---|
|
Meaning |
A structured interview is a type of job interview in which the interviewer asks each candidate a pre-determined set of standardized questions. |
An unstructured interview is a type of job interview where the interviewer does not follow a pre-determined set of questions or a standardized format. |
|
Format |
The questions are typically developed in advance and are asked in the same order to all candidates. |
There is no pre-determined set of questions, and the interviewer may explore different topics based on the candidate’s responses. |
|
Focus |
Focuses on job-related competencies in depth but may not cater to other areas extensively. |
Focuses on more holistic exploration of candidates’ personalities, communication skills, and cultural fit, but may lack focus on specific job-related criteria. |
|
Consistency |
Structured Interviews aim to maintain consistency across all interviews to ensure fairness and comparability among candidates. |
Unstructured Interviews allow for more spontaneous and open-ended discussions, allowing the interviewer to delve deeper into specific areas of interest. |
|
Objective |
Structured Interviews are more objective, as they focus on specific job-related competencies or behaviors. |
Unstructured Interviews are more subjective, as the interviewer’s biases and preferences may influence the direction of the conversation and evaluation of candidates. |
|
Evaluation |
Responses are often scored using a pre-determined rating scale, allowing for systematic evaluation and comparison. |
Evaluation may be more subjective as there is no standardized scoring system, and assessments are based on the interviewer’s judgment. |
|
Reliability |
Structured Interviews tend to be more reliable, as they minimize interviewer bias and variability in questioning. |
Unstructured Interviews tend to be less reliable, as they can vary widely in content and focus from one interview to another. |
|
Examples |
Behavioral interviews, where candidates are asked to provide examples of past experiences and behaviors, are a common type of structured interview. |
Casual conversations, where the interviewer asks general questions about the candidate’s background, interests, and experiences, are often considered unstructured interviews. |
Structured and Unstructured Interview – FAQs
When are structured interviews typically used?
Structured Interviews are commonly used in settings where specific job-related competencies need to be assessed systematically, such as for technical positions or roles requiring specific skills and qualifications.
When are unstructured interviews typically used?
Unstructured Interviews are often used in settings where building rapport and assessing interpersonal qualities are important, such as for managerial or leadership positions. They may also be used in exploratory or informal interviews.
How are structured interview questions developed?
Questions are typically developed based on job requirements and competencies identified as critical for success in the role.
What are the potential drawbacks of structured interviews?
One potential drawback of structured interviews is that they may lack flexibility in addressing unique candidate experiences or circumstances. Additionally, candidates may provide rehearsed responses to standardized questions.
What are the potential drawbacks of unstructured interviews?
Unstructured Interviews may be less reliable and consistent compared to structured interviews, as evaluation criteria may vary depending on the interviewer’s subjective impressions.