Structured vs. Unstructured Interviews: What's the Difference?

Interviews are a common part of the job-seeking process. They can be a great way for employers to learn more about you and your qualifications, and for you to learn more about the company and the position. There are two main types of interviews: structured and unstructured.

Structured Interviews

In a structured interview, the interviewer asks a series of pre-determined questions to all candidates. These questions are typically designed to assess the candidate's skills, experience, and qualifications for the position. Structured interviews are often used in larger organizations, where it is important to ensure that all candidates are evaluated on the same criteria.

Unstructured Interviews

In an unstructured interview, the interviewer does not follow a set of pre-determined questions. Instead, the interviewer may ask questions that are based on the candidate's responses to previous questions. Unstructured interviews are often used in smaller organizations, where the interviewer wants to get to know the candidate on a more personal level.

Key Differences

Here is a table that summarizes the key differences between structured and unstructured interviews:

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Advantages and Disadvantages of Structured and Unstructured Interviews

Both structured and unstructured interviews have their own advantages and disadvantages.

Structured Interviews

• Advantages:
  • Reliable
  • Valid
  • Fair
  • Efficient
• Disadvantages:
  • Can be inflexible
  • May not allow candidates to show their personality
  • May not be appropriate for all positions
  • Overtime sites like Glassdoor and AmbitionBox have a sketch of the questions asked in interviews.

Unstructured Interviews

• Advantages:
  • Allows candidates to show their personality
  • Can be more flexible
  • May be more appropriate for some positions
  • Seems more like a conversation rather than an interview 
• Disadvantages:
  • Less reliable
  • Bias can creep into the process
  • Can be time-consuming

Which Type of Interview is Right for You?

The type of interview that is right for your organization will depend on the position under consideration and size of the company. It also is a function of the volume of hiring in that role. There is no one size fits all. 

For example if the hiring flow is high like hiring for front line sales, a more structured approach works better. However if you are hiring a Senior Engineer for the team, that a combination of structured and unstructured would work best. 

Choice of interview and process also varies across industries. For example consulting companies usually use a assignment led structured interview process but companies that hire SDRs in big volumes look at more “Role Play” + Structured approach. 

In the end, the right combination needs to ensure good quality talent is hired.

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Also Read: What is Quality of hire and how does it matter?

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Here are some Tips candidates for Interviewing

Here are some tips for interviewing, regardless of the format:

• Research the company and the position.
• Dress appropriately.
• Be on time.
• Be prepared to answer questions about your skills, experience, and qualifications.
• Ask questions about the company and the position.
• Thank the interviewer for their time.

Conclusion

Both structured and unstructured interviews can be effective tools for assessing candidates. The best type of interview for you will depend on the specific circumstances

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