Understanding the Key Differences Between Structured and Unstructured Interviews
There are two distinct interview styles: structured and unstructured. Both have their place but serve different purposes. Depending on the data you want, one type may be more suitable than the other, or you may find a combination of the two works best.
Overview of Structured Interviews
A structured interview has structure. It is a set of sequential, close-ended questions, where all interviewees are asked the same set of questions with the same response choices. It is sometimes called a standardized interview because it uses the same set of questions for each person and gathers information using the same set of variables. Structured interviews consist of a pre-defined set of questions that are prepared in advance and asked of every candidate.
In a structured interview, well-trained interviewers ask a set of planned, rigorous, and relevant interview questions and use a scoring guide to make sure their interview ratings are accurate. Structured interviews require interviewers to adhere to a fixed list of questions, with no flexibility to deviate from the script. They aim to maintain consistency across all interviews to ensure fairness and comparability among candidates.
Structured interviews provide a level playing field because all candidates are being asked the same set of questions, making it more likely that they’ll be evaluated on the same criteria. They facilitate time management and simplify candidate comparison due to objective scoring. Additionally, structured interviews are conducted within a fixed window, with the same amount of time allocated to each candidate. You’d be better off opting for structured interviews when you have a well-defined job description and know exactly what skills and competencies are needed on the job, and when you need to fill the role promptly.
Overview of Unstructured Interviews
Unstructured interviews, on the other hand, are quite the opposite. The interviewer may rely on spontaneity and ask questions about the topic being researched. It is more conversational, less formal, and usually more relaxed. Unlike a structured interview, the unstructured interview doesn’t necessarily have a pre-defined list of questions. The interviewer has an idea of the type of candidate they need for the role and asks more open-ended, free-flowing questions.
Unstructured interviews offer much more wiggle room, allowing interviewers to meander from one topic to the next. This type of interview is perfect for getting a feel for someone’s personality or problem-solving style, especially in senior roles or when you’ve narrowed down your list to a few top candidates. However, relying on unstructured interviews alone might lead to a bad hire as they make collecting unbiased data significantly more difficult and can introduce unwanted bias, which reduces hiring accuracy.
Key Differences
- Control and Order: The biggest difference between structured and unstructured interviews is the level of control and order, with structured interviews being rigidly designed and unstructured ones being more spontaneous and informal.
- Flexibility: Structured interviews offer the same questions and responses for all interviewees, whereas unstructured interviews allow respondents to go into detail and adapt based on the flow of conversation.
- Data Collection: In structured interviews, answers can be gathered via questionnaires and surveys, while unstructured interviews may rely on recorders, video equipment, or the interviewer’s notes.
- Formality: Structured interviews can feel overly formal and are typically used when specific skills are needed, while unstructured interviews are more casual and conversational.
- Evaluation Consistency: Structured interviews facilitate easier comparison and objective scoring due to standardized questions, while unstructured interviews can make side-by-side comparisons difficult due to their variable nature.
Most companies find that an interview process combining a blend of structured and unstructured styles works well. For example, they might use a structured format for the first conversation and an unstructured format in the later hiring stages when they’ve narrowed the pool down to only one or two candidates.
Exploring the Benefits and Drawbacks of Structured and Unstructured Interviews
When exploring the benefits and drawbacks of structured and unstructured interviews, it’s essential to understand the fundamental differences and the contexts in which each type excels.
Structured interviews involve asking all candidates the same predetermined questions. This approach provides a consistent and objective technique for evaluation. Moreover, structured interviews are ideal for roles where consistency and objectivity are paramount. They can be particularly beneficial in situations with a large volume of applicants or when measuring specific skills.
- Advantages of Structured Interviews:
- Reliability
- Validity
- Fairness
- Efficiency
- Reduction of bias, as all candidates answer identical questions
- Disadvantages of Structured Interviews:
- Inflexibility
- Limited opportunities for candidates to show their personality
- Might not be suitable for all positions
On the other hand, unstructured interviews are more flexible, with questions often not predefined. This format allows for open-ended discussions, making them suitable for assessing personality and cultural fit.
- Advantages of Unstructured Interviews:
- Flexibility
- Opportunity for candidates to express themselves freely
- Can feel more conversational
- Deeper insights into a candidate’s personality
- Disadvantages of Unstructured Interviews:
- Less reliable
- Potential for bias in the process
- Can be time-consuming
- Issues may arise when questions are not prepared in advance
It’s notable that a combination of both approaches can create a more balanced interview process. For instance, structured interviews can evaluate specific job-related criteria, while unstructured interviews can provide valuable insights into a candidate’s personality and fit for the company culture.
The choice of interview type often depends on the position and size of the company, as well as the volume of hiring. For example, structured interviews may be more effective for hiring positions with high turnover, like front-line sales. Conversely, a combination of structured and unstructured interviews might be more suitable for senior positions, such as a Senior Engineer.
Practical Examples of Structured and Unstructured Interview Techniques
Structured Interviews
- A structured interview is a type of interview in which the researcher asks a set of premeditated questions.
- It is also known as a standardized interview or a researcher-administered interview.
- The aim is to investigate research variables using the same set of questions.
- Structured interviews use standardized questions that are asked in the same order and manner to all respondents.
- They are more suitable for quantitative observation and mass hiring, such as university internships.
- For example, a hiring manager interviews five people for a cashier job, asking each person:
- What experience do you have with handling money?
- Can you describe how you stay calm during busy hours?
- Have you ever helped an unhappy customer? What did you do?
- Because everyone answers the same questions, it’s easier to compare their responses fairly.
- Structured interviews are great when you need clear, measurable results.
Examples of Questions in Structured Interviews
- How often do you use our product? Weekly, Bi-monthly, Yearly.
- Do you enjoy using our product? Yes, No.
- How likely are you to recommend our services? Very likely, Somewhat likely, Highly Unlikely.
Unstructured Interviews
- An unstructured interview is a type of interview that does not make use of a set of standardized questions.
- The interviewer asks different questions in line with the context and purpose of the systematic investigation.
- This type of interview allows for spontaneity. The questions and the order in which they are presented are not predetermined.
- For example, imagine interviewing someone for a graphic designer job. You might start by asking:
- What made you interested in design?
- If they mention loving art as a kid, you might follow up with:
- What’s your favorite design project so far?
- Unstructured interviews help interviewers learn more about a person’s personality and creativity.
Examples of Questions in Unstructured Interviews
- What do you enjoy most about our product?
- What do you not like about our service delivery?
- How do you think we can improve our service delivery?
- Why do you use our product?
- What specific needs does our product meet for you?
Key Differences Between Structured and Unstructured Interviews
- The fundamental difference is that structured interviews have all of the questions prepared ahead of time, while unstructured interviews do not follow any specific framework.
- Structured interviews are directive, meaning they follow a sequential approach with correct parameters.
- In contrast, unstructured interviews are non-directive, allowing for more exploratory discussions.
- While structured interviews are mostly used in quantitative observation, unstructured interviews are mainly applied to qualitative data collection, focusing on describing the research subjects.
- Structured interviews rely on standardized questions, whereas unstructured interviews are characterized by spontaneity, allowing for a relaxed setting.
- Unstructured interviews are best suited for assessing candidates for specific roles.
