Structured, unstructured and semi-structured job interviews

What is the difference between a structured, unstructured and semi-structured job interview?

The job interview has been around for decades and whilst our parents and grandparents may laugh at the thought of using technology to attend an interview remotely in our longue rooms, the foundation of interviews remains strong. Perhaps a job interview is the ultimate social experiment with a high degree of hope on both sides. Arguably both parties are invested in achieving a positive outcome and the manner in which this is done is critical to learning valuable information to make informed recruitment decisions.

Job Interview types

A job interview is designed to formally determine the suitability of a candidate to meet and/or exceed the requirements of a vacant position. It is the role of the interviewers to use questioning techniques to uncover the candidate’s skills, motivators, critical experiences and personal characteristics.

The job interview methodology has evolved and is no longer based on the traditional model of two interviewers across the desk from a hopeful candidate.The options are now endless including video, phone, panel, group, simulated role plays, psychometric testing and assessment based methods. Irrespective of the style, interviews are usually structured in three different ways:

• Structured interviews
• Unstructured interviews
• Semi-structured interviews

So, what is the difference and which one is right?

What is a structured interview?

A structured interview is when the interviewer(s) asks a set of predetermined questions.These questions are planned in advance with the intent of assessing each candidate against the core competencies of the position.

A structured interview is sometimes also referred to as formal, planned or standarised.

An important feature of this interview type is that each candidate is asked the same questions in the same order. Irrespective of how the interview is going or how well the information is flowing, the interviewer will progress through all of the questions before concluding the interview.

Advantages of structured interviews:

• Questions are pre-determined and designed to directly assess skills against the essential criteria
• Interviewers have a ‘road map’ and control over the process
• Each candidate is provided with the same process ensuring a fair approach
• Asking the same questions provides a clear benchmark for measuring candidates against the role and each other

Disadvantages of structured interviews:

• It is challenging to construct the right set questions to assess each candidate
• Structured interviews make it easy for questions to be ‘leaked’
• They don’t allow the interviewer to be ‘agile’ to get the best out of the candidate
• It is a cookie cutter ‘one size fits all’ approach which can weaken the candidate experience

What is an unstructured interview?

An unstructured interview is a type of interview where the questions are not pre determined. It is still the core intent of the interview to assess a candidate’s fit to a vacant position, however this is achieved in more of a fluid manner, allowing both the interviewer and the candidate to let questions flow with the interview.

Some people refer to unstructured interviews as informal, ‘catch ups’ or casual interviews.The nature and intent of this style is to achieve a more relaxed style and allow both parties to take the discussion where they feel it needs to be in order to get the best out of it.

Advantages of unstructured interviews

• They can allow the interviewer to ‘deep dive’ on a particular area with a candidate to better understand skills or gaps
• It can prove to be a helpful technique in differentiating candidates that appear equally qualified
• The unstructured nature by default can assist candidates in feeling like the interview is more of a conversation than an assessment

Disadvantages of unstructured interviews

• It can be difficult for the candidate to understand what to expect or in some cases to demonstrate skills and experiences against competencies
• The free flowing nature can mean that some candidates gain a fair and more detailed interview than others, somewhat removing the fair playing field
• The absence of structured questions can make it more challenging for interviewers to compare and evaluate each candidate objectively

What is a semi-structured interview?

A semi structured interview is the ‘sweet spot’ between a formal structured interview and a free flowing unstructured interview. Generally, the interviewers will have a few pre determined questions that will tap into essential skills and experiences and then they will allow the residual of the interview to be agile and unstructured enough to flow naturally.On some occasions, a semi-structured interview is also known as a hybrid or combined interview style. These interviews can be more common where there is a higher need to better understand the ‘soft skills’ of an applicant and the relaxed style allows participants to explore interesting skills or backgrounds.

Advantages of a semi structured interview

• This style effectively joins the structured and unstructured approach together, thus allowing for the benefits of both styles to be enjoyed
• The structured side allows for consistency and pre consideration of what needs to be uncovered, but it also provides an opportunity for a more relaxed approach where both parties can have the option of ‘going where they need to’ to get the best outcome
• As interviewers have different preferences, this approach can be more suitable to the unique leader preferences

Disadvantages of a semi structured interview

• This approach is less successful for leaders who need structure and are not as skilled at being able to demonstrate agility and adaptiveness
• It can open the doors for the interview to run way over time or be cut short if the unstructured section is not approached with confidence
• There is more opportunity for candidates to say that they were not given a fair interview if they are not exposed to the same conversations as other candidates

Which interview style should I choose?

There is no ‘black and white’ answer to this question. The style of interview chosen should depend upon the type of role, candidate needs and preferences of the interviewers.One style is not better than the other and each approach should be seen only as a vehicle to get the best out of each candidate.The ultimate goal is for candidates to learn more about the role to determine if it is the right fit for them; and of course, the interviewers are equally trying to collate information to make the best recruitment decision.

Interviews are full of hope, anxiety and sometimes pressure.These ingredients put together are not the ideal environment for success. The goal of the interviewer should always be to provide an environment where candidates can be their authentic selves and have the platform to shine. The journey is not as important as the destination where both parties should leave with clarity about role fit.Whilst interviewers are trying to avoid a poor recruitment decision, candidates are also astutely aware that they need to discover if this is infact their perfect match.

Further information

Please contactAi Group's Workplace Advice Line on 1300 55 66 77 for further information.

Join Ai Group today!

Take advantage of more than 140 years of experience actively solving Members’ workplace issues and representing their interests at the highest levels of national and state government. Being a Member of Ai Group makes good business sense.

Download our brochure to see why you should join and call us on 1300 55 66 77 or visit our Why join page to sign up for a consultation with one of our member representatives.