Many companies often wonder what kind of interview to conduct with applicants. There’s a difference between both structured vs unstructured interview. Choosing the wrong interview can result in you accepting the unsuitable applicant.
To avoid hiring unqualified workers, it is important to know when to use a structured interview versus an unstructured one. It’s going to have a significant impact on how you hire new employees.
To give you a better understanding, we’re going to guide you through both and teach you how to identify them. Read on to learn more.
The Pros and Cons of Structured Interviews
What is a structured interview? The interviewer knows what questions to ask and can keep the session focused. However, they can also be less effective because the interviewer may not be able to explore important issues in depth.
Structured interviews are more formal, and the interviewer asks the same set of questions to each candidate. This makes it easier to compare candidates as they can apply the best interview techniques found online, but it can make the interview feel less personal.
The Pros and Cons of Unstructured Interviews
Unstructured interviews are the more common type, where the interviewer asks questions without a set format. This can be both good and bad. The good part is that it allows the interviewer to ask follow-up questions and get a more natural conversation going. The downside is that it can be more difficult to compare candidates since there is no set list of questions.
Unstructured interviews are more flexible because the interviewer can ask follow-up questions and explore tangents. However, they can also be less efficient because the interviewer may not know what questions to ask.
Choosing the Right Interview Approach
So, which type of interview is right for your business? It depends on your needs and preferences. If you want to compare candidates in a more objective way, then a structured interview is likely the best approach.
However, if you want to get a better sense of a candidate’s personality and how they think on their feet, then an unstructured interview may be more beneficial.
Ultimately, it’s up to you to decide what’s most important for your business and choose the interview approach accordingly.
Get to Know the Candidate: Structured vs Unstructured Interview
There are pros and cons to both structured and unstructured interviews. It really depends on the interviewer’s style and the job candidate’s personality as to which type of interview will be more successful.
With a structured interview, the questions are predetermined, and the interviewer sticks to them. This can be good for candidates who get nervous in an interview setting. However, unstructured interviews allow for more spontaneous conversation and give the interviewer a chance to get to know the candidate better. This type of interview is good for candidates who are more outgoing and can think on their feet.
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