Structured Interview vs Unstructured Interview

When it comes to hiring top talent, you know that your interview process is everything. But here’s the million-dollar question: are you going for structured or unstructured interviews? 

Let’s look into the differences between these two methods, and trust me, it’s not as simple as it sounds.

What is a Structured Interview?

A structured interview is like a pre-planned road trip. You know exactly where you’re going, and you’ve mapped out every turn. Think of it as a formalized system that ensures consistency across interviews. Every candidate gets asked the same set of questions, in the same order. Why? Because this method is designed to eliminate bias and give you a clearer, more objective comparison between candidates.

But let’s be real: while it’s efficient, structured interviews can sometimes feel robotic. There’s little room for free-flowing conversation, and the candidate may feel like they’re just another cog in the machine. And if your company thrives on creativity and spontaneity, this method might not feel like the right fit.

What is an Unstructured Interview?

With an unstructured interview, you might touch on some basic topics but, for the most part, you’re free to go off-script. It can feel more personal and less intimidating. The candidate has the chance to talk about what really matters to them and perhaps even share some thoughts they didn’t anticipate. This method often works well when you’re looking for cultural fit or gauging soft skills.

However, there’s a catch. Without a structured approach, it’s easy for things to spiral. You might get sidetracked, overlook important topics, or even end up comparing apples to oranges when you assess the candidates. It’s a lot less objective and more about gut feelings.

Structured vs Unstructured: What’s the Real Difference?

Here’s where it gets juicy. The biggest difference between the two methods boils down to control and flexibility.

• Control: Structured interviews give you full control over the process. You can measure the responses more accurately and compare candidates with confidence.
• Flexibility: Unstructured interviews, on the other hand, let you adapt in real time. You can dive deep into any topic that piques your interest. It’s all about flow and connection.

Both have their strengths and weaknesses, but the question is: what works best for you?

When Should You Use a Structured Interview?

Structured interviews aren’t just for the corporate giants with 1,000 open positions, they can be useful for anyone. Here’s when to choose structure over spontaneity:

• You need consistency: If you’re hiring for multiple roles and want everyone to be evaluated on the same criteria, a structured interview is your go-to.
• You want fairness: Structured interviews eliminate any biases that might creep in when asking off-the-cuff questions.
• You’re pressed for time: With a set list of questions and a clear structure, you’ll speed up the process.

When to Use an Unstructured Interview?

Now, there are moments when you should ditch the rules and go for a more relaxed, organic approach. Consider an unstructured interview when:

• You’re assessing cultural fit: A relaxed conversation can give you more insight into how a person fits into your company’s vibe.
• You want a genuine conversation: When you’re looking for more than just a list of qualifications, unstructured interviews help build rapport and uncover hidden qualities.
• Creativity is key: If you need someone who thrives in an ever-changing environment and can think on their feet, this is the interview style to go for.

Can You Combine Both?

Why choose when you can have the best of both worlds? Hybrid interviews are gaining traction, and here’s why they could be your secret weapon. 

Start with a structured format to get the necessary info and then pivot into an unstructured format to explore the candidate’s personality. You get the best of both: objective evaluation and in-depth, meaningful conversation.

Conclusion

So, what’s the bottom line? It depends on what you’re looking to achieve. If you want a streamlined, objective process that ensures fairness and consistency, structured interviews are your best bet. But if you’re hunting for someone who can go off the beaten path and bring a unique spark to the table, unstructured interviews could give you the edge you need.

In many cases, using a combination of both can bring the most insightful results. Whether it’s a structured foundation with unstructured flexibility or an entirely fluid conversation, choose what works best for your needs.

Structured Interview vs Unstructured Interview FAQs:

Q: Are structured interviews better for all types of roles?
A: Not necessarily. While structured interviews are great for roles where consistency and objective comparisons are critical, unstructured interviews are more suited for positions where personality, culture fit, and soft skills are key.

Q: Can a structured interview still feel personal?
A: Absolutely! While the questions may be predetermined, you can still engage with the candidate in a way that feels human and genuine. The structure just helps ensure you’re hitting all the important points.

Q: What are the disadvantages of unstructured interviews?
A: The main drawbacks are bias and inconsistency. Without a set format, it’s easy to get sidetracked or fail to compare candidates on the same criteria.

Q: How do I choose between the two?
A: Consider your goals. If you need to assess specific skills or qualifications, go for a structured interview. If you’re looking for fit, attitude, and personality, an unstructured one might be better.