In today’s fast-paced world of talent acquisition, recruiters are constantly juggling the challenge of finding and securing the best candidates for their teams. Interviews are still one of the most important steps in the hiring process. They give you a chance to really understand a candidate’s qualifications, skills, experience, and whether they’re a good fit overall. But here’s the thing: how effective an interview is often comes down to how it’s done.
This guide takes a closer look at two popular interview styles—structured and unstructured. We’ll break down what they are, what they offer, where they fall short, and share some best practices. By the end, you’ll have the tools and insights you need to run interviews that don’t just check boxes but actually lead to great hires.
What are Structured Interviews?
Structured interviews represent a standardised and systematic approach to candidate assessment. Imagine a meticulously designed experiment where every variable is controlled to ensure objectivity and consistency. This is the essence of a structured interview. It involves a predetermined set of questions presented to all candidates in the same order, ensuring a level playing field and minimising the influence of personal biases.
This standardised format allows for a direct comparison of candidate responses, making it easier to identify the most qualified individuals. Think of it as a carefully calibrated measuring instrument, providing a consistent yardstick to evaluate candidates against the specific requirements of the role.
A key characteristic of structured interviews is the use of a predefined scoring system or rubric. This system assigns numerical values or ratings to candidate responses based on predetermined criteria, enabling a quantitative assessment of each candidate’s qualifications. This scoring system acts as an objective filter, helping recruiters make data-driven decisions and reduce the risk of subjective judgments.
Example:
For a marketing manager position, a structured interview might include questions like:
- “Describe your experience with developing and implementing digital marketing campaigns.”
- “What metrics do you use to measure the success of your marketing efforts?”
- “How do you stay updated on the latest marketing trends and technologies?”
Each question would have a corresponding scoring system, perhaps ranging from 1 to 5, based on the clarity, relevance, and depth of the candidate’s response, as well as their demonstrated expertise in marketing principles and best practices.
Benefits of Structured Interviews
1) Increased Objectivity
One of the primary advantages of structured interviews is their ability to minimise interviewer bias. By standardising the questions and scoring process, they reduce the influence of subjective opinions or personal preferences. This ensures that all candidates are evaluated based on the same criteria, promoting fairness and equal opportunity.
Research consistently supports the objectivity of structured interviews. A meta-analysis published in the Journal of Applied Psychology (2019) analysed data from over 9,000 interviews and found that structured interviews were significantly more predictive of job performance than unstructured interviews. This is largely attributed to their ability to reduce bias and focus on job-relevant factors.
2) Enhanced Reliability and Consistency
Structured interviews enhance the reliability of the hiring process. Since all candidates are asked the same questions, their responses can be directly compared, creating a consistent benchmark for evaluation. This consistency extends across different interviewers and over time, ensuring that the assessment process remains stable and dependable.
This reliability is particularly valuable in organisations with multiple interviewers or high-volume hiring needs. Structured interviews provide a framework that ensures consistency across different interviewers and hiring managers, reducing the variability that can arise from individual preferences or interviewing styles.
3) Better Legal Defensibility
In today’s legal landscape, organisations must prioritise fair hiring practices to avoid discrimination claims. Structured interviews offer a strong defence against such claims. Their standardised format and documented scoring system provide evidence of a consistent and objective selection process, demonstrating that all candidates were evaluated fairly and on the basis of job-related criteria.
This legal defensibility can be crucial in protecting organisations from costly lawsuits and reputational damage. By implementing structured interviews, organisations can demonstrate their commitment to fair hiring practices and mitigate the risk of legal challenges.
4) Efficient Use of Time
Structured interviews can streamline the hiring process. Interviewers can prepare in advance, familiarising themselves with the questions and scoring rubric. The standardised format also allows for quicker evaluation of candidates, as interviewers can readily compare responses against established criteria.
This efficiency can be particularly valuable in fast-paced environments or when dealing with a large pool of applicants. Structured interviews allow recruiters to quickly identify top candidates and move them forward in the hiring process, reducing time-to-hire and improving overall efficiency.
Drawbacks of Structured Interviews
While structured interviews offer numerous advantages, they also have limitations that recruiters should consider.
1) Limited Flexibility
The rigid format of structured interviews can hinder the natural flow of conversation. Interviewers may miss opportunities to explore unique aspects of a candidate’s background or delve deeper into areas of interest. This lack of flexibility can sometimes lead to a less engaging and insightful interview experience.
For example, if a candidate mentions a unique project they worked on that’s relevant to the role, a structured interview format might not allow the interviewer to deviate from the predetermined questions to explore this experience further.
2) Potential for Candidate Discomfort
Some candidates may find the formal nature of structured interviews intimidating or anxiety-provoking. The structured format can create a sense of pressure to provide “correct” answers, potentially inhibiting their ability to express themselves authentically or showcase their personality.
This can be particularly true for candidates who are less experienced with interviews or who thrive in more informal settings. It’s important for interviewers to create a welcoming and supportive environment to mitigate any potential discomfort and encourage candidates to relax and be themselves.
3) May Not Assess Soft Skills Adequately
While structured interviews can effectively assess technical skills and knowledge, they may not be as effective in evaluating soft skills, such as communication, interpersonal skills, adaptability, and problem-solving abilities. These skills often require a more nuanced assessment that goes beyond standardised questions and predefined responses.
For example, assessing a candidate’s ability to think critically or resolve conflicts might require a more open-ended discussion that allows them to demonstrate their thought process and interpersonal skills in a real-world context.
Now, let’s explore the opposite end of the spectrum: unstructured interviews.
What are Unstructured Interviews?
In contrast to the structured approach, unstructured interviews are characterised by their open-ended and conversational nature. They resemble informal discussions rather than formal interrogations. There is no fixed set of questions, and the interviewer has the freedom to adapt the conversation based on the candidate’s responses and the direction of the discussion.
Imagine a casual conversation with a new acquaintance. You might start with general questions about their background and interests, then delve deeper into specific topics that emerge organically during the conversation. This is the essence of an unstructured interview. It allows for a more spontaneous and exploratory exchange, providing a richer understanding of the candidate’s personality, motivations, and potential fit within the organisation.
Unstructured interviews are often compared to a journey of discovery, where the interviewer and candidate embark on a conversational path, uncovering valuable insights and exploring new avenues of understanding along the way. This flexibility allows the interviewer to tailor the discussion to each candidate’s unique background and experiences, providing a more personalised and insightful assessment.
Benefits of Unstructured Interviews
1) Flexibility and Adaptability
The flexibility of unstructured interviews allows interviewers to tailor the discussion to each candidate’s unique background and experiences. This enables a more in-depth exploration of relevant skills and qualifications, providing a richer understanding of the candidate’s potential fit for the role.
For example, if a candidate mentions a unique project they worked on that’s relevant to the role, the interviewer can delve deeper into that experience, asking follow-up questions and exploring the candidate’s specific contributions and learnings.
2) Better Insight into Soft Skills
Unstructured interviews excel at assessing soft skills. The conversational format provides ample opportunity to observe a candidate’s communication style, interpersonal skills, and ability to think on their feet. These qualities are often crucial for success in many roles, especially those involving teamwork, leadership, or customer interaction.
For example, by observing how a candidate interacts, responds to questions, and expresses their ideas, the interviewer can gain valuable insights into their communication style, their ability to build rapport, and their overall interpersonal effectiveness.
3) Facilitates Rapport Building
The relaxed atmosphere of unstructured interviews can foster a stronger connection between the interviewer and the candidate. This can lead to more open and honest communication, allowing the candidate to feel comfortable sharing their thoughts and experiences.
This rapport can be crucial in uncovering valuable information that might not surface in a more formal setting. When candidates feel comfortable and at ease, they are more likely to share their true selves, providing a more authentic representation of their skills, motivations, and potential fit within the organisation.
Drawbacks of Unstructured Interviews
1) Increased Subjectivity
The lack of standardisation in unstructured interviews increases the potential for interviewer bias. Different interviewers may ask different questions or interpret responses differently, leading to inconsistencies in the evaluation process. Personal biases or preferences may also influence the interviewer’s assessment, potentially compromising objectivity.
For example, an interviewer might unconsciously favour candidates who share similar interests or backgrounds, leading to a biassed assessment that doesn’t fully consider the candidate’s qualifications and potential for success in the role.
2) Reduced Comparability Across Candidates
Since each unstructured interview takes a unique path, it can be challenging to compare candidates fairly. The absence of standardised questions makes it difficult to benchmark responses or assess candidates against a consistent set of criteria. This can hinder the selection process, especially when comparing a large pool of applicants.
For example, if one candidate is asked about their experience with teamwork while another is asked about their leadership skills, it becomes difficult to directly compare their responses and determine which candidate possesses stronger interpersonal skills overall.
3) Higher Time Investment
Unstructured interviews can be more time-consuming than structured interviews. The unpredictable nature of the conversation can lead to longer interviews and a more extended hiring process. Preparation time may also increase, as interviewers need to tailor their approach for each candidate.
This time investment can be a significant drawback, especially for organisations with limited resources or high-volume hiring needs. It’s important to weigh the benefits of unstructured interviews against the potential time commitment required to conduct them effectively.
To better understand the strengths and weaknesses of each approach, let’s examine the key differences between structured and unstructured interviews.
Key Differences Between Structured and Unstructured Interviews
While both structured and unstructured interviews have their merits, they differ in several key aspects, including question format, reliability, and validity.
| Feature | Structured Interview | Unstructured Interview |
| Format | Standardised, formal | Conversational, informal |
| Questions | Predetermined, same for all candidates | Open-ended, varies per candidate |
| Scoring | Standardised rubric | Subjective assessment |
| Flexibility | Limited | High |
| Bias Potential | Lower | Higher |
| Suitability | Technical roles, large-scale hiring | Creative roles, senior positions |
| Time Efficiency | Higher | Lower |
Knowing when to use each type of interview is essential for effective hiring. Let’s discuss the best scenarios for structured and unstructured interviews.
When to Use Structured vs. Unstructured Interviews
The choice between structured and unstructured interviews depends on various factors, including the job role, the company culture, and the specific skills and qualities you’re looking for in a candidate.
A) Structured Interviews
Roles with specific, technical skill requirements: When a role requires a specific skill set or technical expertise, structured interviews can effectively assess a candidate’s proficiency in those areas. For example, software developers, engineers, or accountants.
High-volume hiring: When an organisation needs to fill a large number of positions, structured interviews provide an efficient and consistent way to evaluate a large pool of candidates. This is often the case in retail, customer service, or manufacturing industries.
Roles where objectivity is paramount: In situations where minimising bias is crucial, such as government or public sector roles, structured interviews offer a more objective assessment process. This ensures fairness and adherence to legal and ethical guidelines.
B) Unstructured Interviews
Creative roles: When a role requires creativity, innovation, and out-of-the-box thinking, unstructured interviews allow candidates to showcase their unique perspectives and problem-solving abilities. Examples include marketing roles, designers, or writers.
Senior positions: For leadership roles or positions that require strong judgement, decision-making skills, and interpersonal skills, unstructured interviews provide a deeper understanding of a candidate’s leadership style and ability to navigate complex situations. This is crucial for roles like CEOs, executives, or department heads.
Assessing cultural fit: When cultural fit is a key consideration, unstructured interviews allow interviewers to assess a candidate’s personality, values, and communication style to determine their compatibility with the organisation’s culture. This is important for roles that require strong teamwork, collaboration, or customer interaction.
C) Hybrid Approach
Many organisations find it beneficial to adopt a hybrid approach, combining elements of both structured and unstructured interviews. This allows for a more comprehensive assessment of a candidate’s qualifications.
Example:
A hybrid interview for a sales representative might include:
- Structured questions: “Describe your experience with closing deals and meeting sales targets.” “What sales techniques do you find most effective?”
- Unstructured questions: “Tell me about a time you had to overcome a challenging sales objection.” “How do you build rapport with potential clients?”
This approach provides a balance between objectivity and flexibility, allowing for both standardised assessment and in-depth exploration of the candidate’s skills, experience, and personality.
To maximise the effectiveness of both structured and unstructured interviews, it’s important to follow best practices. Let’s explore some tips for conducting each type of interview.
Best Practices for Conducting Each Interview Type
By following these best practices, you can improve the quality of your interviews and make more informed hiring decisions.
A) Best Practices for Structured Interviews
1) Develop Relevant and Specific Questions
The foundation of a successful structured interview lies in crafting well-defined questions that directly assess the knowledge, skills, and abilities required for the role. Avoid generic questions and focus on specific competencies that are critical for success in the position.
Example: Instead of asking “Tell me about your strengths and weaknesses,” ask “Describe a time when you had to overcome a challenging technical problem. What approach did you take, and what did you learn from the experience?” This focuses on problem-solving skills and learning agility, which are valuable in many roles.
2) Create a Clear Scoring Rubric
A well-defined scoring rubric is essential for ensuring objectivity and consistency in the evaluation process. The rubric should clearly outline the criteria for evaluating each question, assigning specific scores or ratings to different levels of response quality.
Example: For a question about communication skills, the rubric might include criteria such as:
- 1 point: Struggles to articulate ideas clearly, uses inappropriate language or tone.
- 2 points: Communicates adequately but lacks clarity or conciseness.
- 3 points: Communicates clearly and effectively, uses appropriate language and tone.
- 4 points: Communicates with strong clarity and conciseness, adapts communication style to the audience.
- 5 points: Demonstrates exceptional communication skills, including active listening, persuasive speaking, and clear and concise writing.
3) Maintain Consistency Across All Candidates
To ensure fairness, it’s crucial to maintain consistency throughout the interview process. All candidates should be asked the same questions in the same order and evaluated using the same scoring rubric. This eliminates variability and ensures that all candidates are assessed on a level playing field.
This consistency also helps to reduce the influence of external factors, such as the interviewer’s mood or the time of day, ensuring that all candidates are evaluated under the same conditions.
4) Train Interviewers Thoroughly
Proper interviewer training is essential for the success of structured interviews. Interviewers should be well-versed in the interview process, the scoring rubric, and potential biases to avoid. This training helps ensure that all interviewers conduct interviews in a consistent and objective manner.
Training should cover topics such as active listening, non-verbal communication, and how to avoid leading questions or making assumptions about candidates based on their background or appearance.
5) Pilot Test the Interview
Before launching a full-scale structured interview process, it’s advisable to conduct a pilot test with a small group of candidates. This allows you to identify any potential issues with the questions, scoring rubric, or overall interview process. Gather feedback from both the interviewers and the candidates to refine the interview and ensure its effectiveness.
Pilot testing can help identify questions that are unclear or confusing, or that don’t elicit the desired information. It can also help to refine the scoring rubric and ensure that it accurately reflects the desired qualifications for the role.
B) Best Practices for Unstructured Interviews
1) Prepare Flexible but Focused Prompts
While unstructured interviews don’t follow a rigid set of questions, it’s still important to have a general outline or framework for the conversation. Identify key areas you want to explore, such as the candidate’s experience, skills, motivations, or values. This provides a roadmap for the interview while allowing for flexibility and spontaneity.
This framework helps to ensure that the interview covers all the essential areas while still allowing for a natural flow of conversation and exploration of relevant topics that arise.
2) Encourage Open-Ended Responses
Use open-ended questions that encourage candidates to share their thoughts and experiences in detail. Avoid questions that can be answered with a simple “yes” or “no.” Instead, use prompts like:
- “Tell me about a time when you had to deal with a difficult customer.” This explores problem-solving skills and customer service orientation.
- “Describe a project you’re particularly proud of and why.” This uncovers achievements, motivations, and values.
- “How do you approach learning new skills?” This assesses learning agility and adaptability.
3) Actively Listen and Probe Further
Pay close attention to the candidate’s responses and ask follow-up questions to gain deeper insights. Demonstrate active listening by nodding, maintaining eye contact, and summarising key points to ensure understanding. Use probing questions to explore interesting points or clarify any ambiguities.
Active listening shows respect for the candidate and encourages them to open up and share more information. Probing questions help to uncover details and nuances that might otherwise be missed.
4) Document Responses Carefully
Take detailed notes during the interview to capture the essence of the candidate’s responses. This helps minimise bias and ensures that you have an accurate record of the conversation when evaluating the candidate later. Focus on capturing specific examples and behavioural observations rather than general impressions.
Detailed notes provide a valuable reference point when comparing candidates and making hiring decisions. They also help to ensure that the evaluation process is fair and objective, based on the candidate’s actual responses rather than subjective interpretations.
5) Be Mindful of Potential Biases
Unstructured interviews are more susceptible to interviewer bias. Be aware of your own biases and strive for objectivity in your assessment. Focus on the candidate’s qualifications and how they relate to the job requirements, rather than letting personal preferences or irrelevant factors influence your judgement.
Common biases to watch out for include confirmation bias (seeking information that confirms pre-existing beliefs), halo effect (letting one positive trait overshadow other aspects), and anchoring bias (over-relying on the first piece of information received).
6) Provide a Comfortable Environment
Create a relaxed and welcoming atmosphere to encourage open and honest communication. Start with some casual conversation to build rapport before delving into more in-depth questions. Maintain a conversational tone throughout the interview to make the candidate feel comfortable sharing their thoughts and experiences.
A comfortable environment helps to reduce the candidate’s anxiety and allows them to showcase their true personality and abilities. It also fosters a more natural and authentic conversation, providing valuable insights that might not be revealed in a more formal setting.
Integrating Behavioural Interviewing Techniques
Regardless of whether you choose a structured or unstructured approach, incorporating behavioural interviewing techniques can significantly enhance the effectiveness of your interviews. Behavioural interviewing focuses on past behaviour as a predictor of future performance. It involves asking candidates to describe specific situations they’ve encountered in the past and how they handled them.
This technique is based on the premise that past behaviour is the best predictor of future behaviour. By understanding how a candidate has handled specific situations in the past, interviewers can gain valuable insights into their skills, competencies, and behavioural patterns, and how these might translate to success in the role.
Example Questions:
- “Tell me about a time when you had to work under pressure to meet a tight deadline.” This assesses time management skills, stress tolerance, and ability to prioritise tasks.
- “Describe a situation where you had to resolve a conflict with a coworker.” This explores conflict resolution skills, interpersonal communication, and teamwork.
- “Give me an example of a time when you took initiative to improve a process or solve a problem.” This uncovers initiative, problem-solving skills, and a proactive mindset.
When using behavioural questions, use the STAR method to guide the candidate’s response:
- Situation: Describe the context of the situation.
- Task: Explain the task or challenge you faced.
- Action: Describe the specific actions you took.
- Result: Explain the outcome of your actions.
The STAR method helps candidates structure their responses in a clear and concise manner, providing specific examples and demonstrating how their actions led to specific outcomes. This provides valuable insights into their skills, competencies, and behavioural patterns.
Example Response:
“In my previous role as a project manager, we were facing a tight deadline for a major product launch. (Situation) My task was to ensure that all teams were on track and that we delivered the product on time and within budget. (Task) To achieve this, I held daily stand-up meetings with each team, implemented a detailed project timeline, and closely monitored progress against key milestones. I also proactively addressed any roadblocks or challenges that arose. (Action) As a result, we successfully launched the product on time and received positive feedback from our clients. (Result)”
Enhancing Interviews with Situational Questions
In addition to behavioural questions, incorporating situational questions can further enhance the effectiveness of your interviews. Situational questions present hypothetical scenarios and ask candidates how they would respond. This allows interviewers to assess their problem-solving skills, decision-making abilities, and critical thinking.
Example Questions:
- “Imagine you’re working on a team project, and one of your team members is not contributing their fair share. How would you handle this situation?”
- “If you were faced with a difficult customer who was unhappy with our product, how would you approach the situation and try to resolve their concerns?”
- “Suppose you were given a new project with a tight deadline and limited resources. How would you prioritise your tasks and ensure that you deliver the project on time?”
Situational questions provide valuable insights into a candidate’s thought process and how they might approach challenges or unexpected situations in the workplace. They can be effectively integrated into both structured and unstructured interviews to provide a more comprehensive assessment of a candidate’s qualifications.
By understanding the strengths and weaknesses of structured and unstructured interviews, and by following best practices, you can enhance your hiring process and attract top talent.
Conclusion
Choosing the right interview approach is crucial for effective candidate assessment. Structured interviews offer objectivity and efficiency, while unstructured interviews provide flexibility and in-depth insights. By understanding the strengths and weaknesses of each approach, recruiters can make informed decisions and tailor their interview strategies to the specific needs of the role and the organisation.
Incorporating best practices for each interview type, such as developing relevant questions, creating clear scoring rubrics, and being mindful of potential biases, can further enhance the effectiveness of the interview process. By conducting well-structured and insightful interviews, recruiters can identify top talent and make hiring decisions that contribute to the success of their organisations.
Remember, the goal of an interview is not just to gather information but to engage in a meaningful conversation that reveals the candidate’s true potential and how they might contribute to your organisation. By approaching interviews with a thoughtful and strategic mindset, you can unlock valuable insights and make hiring decisions that drive success.
