Structured vs. Unstructured Interviews: Which is Best?

Hiring managers have a number of choices to make when setting up interviews. One decision focuses on whether, or how much, to “structure” the interview process.

Typically, a “structured” interview equips the interviewer with a set of prepared questions. The questions asked are often the same or similar for all candidates. An “unstructured” interview, by contrast, offers flexibility in the “flow” of the questions or conversation, which makes it easier to tailor to each candidate and the events of the moment.

Both structured and unstructured interviews have their strengths and weaknesses. Which should you choose?

Structured Interviews

The strengths of a structured interview include:

  • “Turnkey operation” – once the questions are chosen, interviews can proceed in the same basic fashion for all candidates. A manager can even step in to interview a candidate if the primary interviewer is ill or has to leave the office.
  • Standardized results. It’s easier to compare candidates’ answers when those answers are generated in response to a set of identical questions.

The weaknesses of a structured interview include:

  • The chosen questions may fail to reveal a candidate’s genuine strengths, especially if they do not include questions that encourage candidates to talk about or reflect at length on their own accomplishments.
  • Because the questions are set ahead of time, the interview can feel impersonal, which may discourage some candidates.

Unstructured Interviews

The strengths of an unstructured interview include:

  • Interviewers have the freedom to explore the parts of the candidate’s resume, cover letter, or interview responses that interest the interviewer most, allowing for an in-depth view of the candidate’s most intriguing work or traits.
  • The “conversation” format offers a look at the candidate that may provide insight into how well he or she will fit within the organization’s culture.

The weaknesses of an unstructured interview include:

  • Without prepared questions, interviewers may miss a key piece of information they wished to explore, requiring follow-up calls or additional interviews.
  • Candidates who are naturally quiet or less inclined to “talk up” their own accomplishments may be intimidated by the interview format at first, giving the interviewer fewer opportunities to get a clear sense of their abilities and how they might “fit” with the rest of the team.

At Morgan Hunter, our recruiters strive to match qualified candidates with companies that offer the right cultural “fit,” improving retention and productivity. Contact us today to learn more about our recruiting services in the Kansas City area.