Difference between Structured and Unstructured Interview
Basis |
Structured Interview |
Unstructured Interview |
---|---|---|
Meaning |
A structured interview is a type of job interview in which the interviewer asks each candidate a pre-determined set of standardized questions. |
An unstructured interview is a type of job interview where the interviewer does not follow a pre-determined set of questions or a standardized format. |
Format |
The questions are typically developed in advance and are asked in the same order to all candidates. |
There is no pre-determined set of questions, and the interviewer may explore different topics based on the candidate’s responses. |
Focus |
Focuses on job-related competencies in depth but may not cater to other areas extensively. |
Focuses on more holistic exploration of candidates’ personalities, communication skills, and cultural fit, but may lack focus on specific job-related criteria. |
Consistency |
Structured Interviews aim to maintain consistency across all interviews to ensure fairness and comparability among candidates. |
Unstructured Interviews allow for more spontaneous and open-ended discussions, allowing the interviewer to delve deeper into specific areas of interest. |
Objective |
Structured Interviews are more objective, as they focus on specific job-related competencies or behaviors. |
Unstructured Interviews are more subjective, as the interviewer’s biases and preferences may influence the direction of the conversation and evaluation of candidates. |
Evaluation |
Responses are often scored using a pre-determined rating scale, allowing for systematic evaluation and comparison. |
Evaluation may be more subjective as there is no standardized scoring system, and assessments are based on the interviewer’s judgment. |
Reliability |
Structured Interviews tend to be more reliable, as they minimize interviewer bias and variability in questioning. |
Unstructured Interviews tend to be less reliable, as they can vary widely in content and focus from one interview to another. |
Examples |
Behavioral interviews, where candidates are asked to provide examples of past experiences and behaviors, are a common type of structured interview. |
Casual conversations, where the interviewer asks general questions about the candidate’s background, interests, and experiences, are often considered unstructured interviews. |
Difference between Structured and Unstructured Interview
Structured and Unstructured Interviews are two common types of job interviews used by employers to assess candidates. Structured Interviews follow a standardized format with pre-determined questions, aiming for consistency and objectivity in assessing candidates’ job-related competencies; whereas, Unstructured Interviews are more flexible and open-ended, allowing for deeper exploration of candidates’ personalities and qualities but may be subject to greater interviewer bias and variability.