Part I: The Case for Structured or Unstructured Interviews

Unstructured Interviews
There are two formal interview categories: Unstructured and Structured. Unstructured interviews are defined as a method of collecting information in which the interviewer starts with only a general sense of the topic and creates questions as the interaction proceeds. Unstructured interviews are often expressed as a loosely organized interview that are “personalized” for the job seeker.

One advantage of an unstructured interview is the questions are typically asked in a spontaneous manner, enabling the job seeker to engage in a broader discussion of their background. Most folks respond well in unstructured interviews. In fact, they view both the hiring company and the individual interviewer more positively because they feel free to request information and because the interviewer is able to express warmth and friendliness through more personalized interactions. Patrice Buzzanell notes in her research that when candidates are given the “opportunity to provide input, they evaluate decision making as fairer, even when outcomes are unfavorable to them.”

Because an unstructured interview is less “constrained,” it could be argued the applicant’s job seekers’ will vary more, thus providing a more accurate personality assessment. It is generally accepted that unstructured interviews can assess social skills with a high degree of reliability. A study by Salgado and Moscoso concludes, “more socially skilled people will have greater possibilities of being successful in a conventional interview,” as compared to a more structured interview.

Structured Interviews
In contrast to the unstructured interview, the structured interview follows scripted questions. The same set of questions you will be asked are the same posed to others being interviewed. The company reasons their decision-makers can make a more objective decision if each candidate is interviewed in a similar manner. If fact, numerous researchers agree structured interviews based upon formal job analysis are generally more valid and reliable than unstructured interviews.

Companies choose the structured interview for various reasons. Some feel the structured interview is the best vehicle to complete their internal due diligence process. They want to feel the screening process has been fair and objective to all candidates. Structured interviews are sometimes chosen by the hiring company to reveal potential ethical issues, such as a propensity towards theft and security violations. Research has shown that workers who are punitive about thieves are less likely to be thieves themselves. Other companies have indicated they specifically chose structured interviews because they minimize the possibilities for lawsuits based on EEO [Equal Employment Opportunity] bias.

Part II will continue the discussion of Structured Interviews and introduce the Behavioral Interview.