Understanding Structured Interviews in Psychology: Definition and Characteristics
Understanding Structured Interviews in Psychology
A structured interview is a quantitative research method where the interviewer has a set of prepared closed-ended questions in the form of an interview schedule, which he/she reads out exactly as worded. Interview schedules have a standardized format, meaning the same questions are asked to each interviewee in the same order. The interviewer will not deviate from the interview schedule (except to clarify the meaning of the question) or probe beyond the answers received. Replies are recorded on a questionnaire, and the order and wording of questions, and sometimes the range of alternative answers, is preset by the researcher.
Characteristics of Structured Interviews
The characteristics of a structured interview include the following:
- Mainly quantitative data is gathered
- Easy to compile and replicate
- Sequential, asking the same questions in the same order each time
- Close-ended questions, such as multiple choice, point scale, sliding scale, or true/false
- Standardized, unbiased data
Additionally, structured interviews offer the same questions and the same blueprint for responses for all interviewees. It is easier to compare data collected during a structured interview because it uses standardized questions and responses.
Strengths and Limitations
The strengths of structured interviews include their ease of replication and the ability to compile a large sample quickly, leading to broad applicability of results. Advantages include:
- Data collection and comparison are easy since all responses are quantitative. This allows you to compare all answers from the same set of possible responses throughout multiple interviews.
- Minimized the risk of leaving out important questions as the questionnaire is structured and uniform.
- Less opportunity for bias or favoritism.
However, the limitations lie in their rigidity, which restricts the depth of information gathered, as only predetermined questions are asked, yielding limited insights into participants’ thoughts and feelings. Structured interviews are not flexible. This means new questions cannot be asked impromptu (i.e., during the interview), as an interview schedule must be followed. The answers from structured interviews lack detail as only closed questions are asked, which generates quantitative data. This means a researcher won’t know why a person behaves a certain way.
Application of Structured Interviews
Structured interviews can be conducted over the phone, via a video call, or face to face. You can use structured interviews to gather information on job applicants, product reviews, or during a marketing campaign. The applications for structured interviews are endless, but the most important thing to remember is that it is used to gather standardized, structured data.
A structured interview is a data collection method that relies on asking questions in a set order to collect data on a topic. It involves asking the same predetermined set of questions to every candidate, along with a standardized rating system for evaluating responses.
While structured interviews are known for their formal nature, which can lead to discomfort for participants, they also provide a simple, cost-effective, and efficient way to gather data. The fixed nature of these interviews reduces context effects and other biases. However, the rigidity means limited flexibility in questioning, and once questions are set, they cannot be altered without compromising the interview’s quality.
The Role of Structured Interviews in Quantitative Research: Benefits and Drawbacks
The Role of Structured Interviews in Quantitative Research
Benefits:
- Structured interviews emerged as the predictor with the highest mean validity in their meta-analysis.
- They provide strong validity while having significantly lower impact on racial groups than other top predictors.
- Reduced bias due to fixed questions and order.
- Accurate prediction of job performance.
- The standardization helps reduce mistakes on the interviewer’s part.
- Using closed questions makes processing and analyzing data easier and more comparable.
- Structured interviews are particularly helpful for collecting quantitative data.
- By providing clear rules for evaluation, they minimize subjectivity and increase reliability of assessments.
- They are quick and easy to conduct.
Drawbacks:
- There is a high variability in validity among structured interviews.
- They lack flexibility for new questions, as an interview schedule must be followed.
- The answers lack detail due to the use of only closed questions.
- The pre-determined questions can inhibit explorative questioning, potentially leading to loss of valuable data.
- The type of job is an important moderator that may impact variability in structured interview validity.
- A growing number of researchers highlight the potential for cognitive overload in structured interviews.
- Interviewers’ personalities can still influence participants’ responses, making rapport building more difficult.
Overall, the data suggests that structured interviews are much more effective at accurately predicting a candidate’s job performance when compared to unstructured interviews. However, the careful identification of the performance type and understanding how structuring elements relate to validity are essential for future research.
Comparing Interview Types in Psychology: Structured, Unstructured, and Semi-Structured Interviews
Comparison of Interview Types in Psychology
Interviews in psychology can be categorized into three main types: structured, unstructured, and semi-structured. Each format has its unique value, informing researchers’ choices based on specific project needs and objectives.
1. Structured Interviews
- Structured interviews offer a standardized format, allowing for direct comparisons.
- This method utilizes predetermined questions that ensure all participants receive the same prompts, enhancing comparability across responses.
- They are characterized by systematic approach, emphasizing consistency.
- Structured interviews are ideal for roles where consistency and objectivity are paramount.
- They provide consistency and comparability, suited for quantitative analysis.
- A structured interview is a quantitative research method where the interviewer asks a set of prepared closed-ended questions in the form of an interview schedule, which is read out exactly as worded.
- This format minimizes variability, allowing for clearer interview format comparison.
2. Unstructured Interviews
- Conversely, unstructured interviews provide flexibility, enabling respondents to elaborate on their thoughts.
- They allow interviewers to adapt questions and topics as discussions unfold.
- This adaptability permits deeper exploration of participant responses, potentially unearthing insights that structured interviews may overlook.
- Unstructured interviews are more suitable for assessing personality and fit with company culture.
- This format is particularly useful when seeking in-depth insights and personal narratives.
3. Semi-Structured Interviews
- Semi-structured interviews represent an effective midpoint between structured and unstructured formats.
- They combine elements of both styles, using predefined questions while also allowing for open dialogue.
- This structure offers the flexibility of unstructured interviews while maintaining a degree of order.
- Researchers benefit by having a guiding framework, allowing for open discussion while keeping the conversation focused.
Key Differences
- The key differences between structured and unstructured interviews lie in question format, consistency, and the role of the interviewer.
- Structured interviews use predefined questions for all candidates, promoting consistency.
- In contrast, unstructured interviews offer flexibility and spontaneity.
- Semi-structured interviews combine these elements, providing a balanced approach.
Conclusion
Ultimately, each type of interview serves specific research goals. Yes, you can use a combination of both approaches to create a more balanced interview process. Structured interviews can assess specific job-related criteria, while unstructured interviews can provide insights into a candidate’s personality and cultural fit.
