Introduction
A structured interview is an approach whereby an interviewer asks all candidates the same set of questions in the same sequence and scores them using the same criteria every time. This approach is twice as successful as the formal interview in preventing poor hiring decisions. On the other hand, an unstructured interview, also known as a non-directive interview, is a method whereby an interviewer asks applicants informal questions. Therefore, the paper compares unstructured and structured interviews and explains best practices applied during the process.
Comparison between Structured and Unstructured Interview
A structured interview is a method of information gathering in which a predetermined set of questions is used. However, an unstructured interview is different since it does not use a scripted list of questions to collect information. Unlike the structured interview, in which the interviewer follows a predetermined order of questions, the unstructured interview allows Human Resource Management more freedom to ask whatever questions come to mind. An unstructured interview is more open-ended and less prescriptive than its structured counterpart (Villanueva, 2019). According to Imane & Zohra (2022), an interviewer typically uses a predetermined protocol with predetermined questions while conducting a structured interview. In an unstructured interview, the researcher does not attempt to guide the flow of the conversation. The questions used in an interview are standardized, and an interview sequence specifies the order in which they should be asked. In a structured interview, the researcher asks the participant certain questions in a predetermined order. An unstructured interview is one in which the researcher does not predetermine the order in which questions will be asked, instead allowing the interviewee to guide the conversation.
Best Practices in Conducting Interviews
Choosing a Location for the Interview
The success of your interview depends on the setting in which it takes place. An interviewer can better connect with a potential applicant when they meet in a peaceful setting. The HRM must consider choosing a private place where they can converse without being overheard (Villanueva, 20190. This helps the applicant to feel less pressure from onlookers. The interviewer should ensure everything is in order before the interview starts to minimize errors and increase applicants’ experiences.
Prepare a List of Questions
Create a set of in-depth interview questions to ask a candidate in light of the job specifications and the candidate’s curriculum vitae. An interviewer must consider asking applicants open-ended behavioral questions that will allow them to demonstrate their talents and expertise while also demonstrating their aptitude for dealing with difficult themes (Imane & Zohra, 2022). Open-ended questions allow interviewers to learn more about the candidate’s critical thinking and communication abilities.
Interviews Should Be Conversational
Applicants desire to find jobs in the right companies that fit their qualifications. Since the HRM aims to recruit qualified people for given positions, they should show enthusiasm for the position and interview a conversation to leave a good impression (Imane & Zohra, 2022). The interviewer should spend the first ten minutes of the interview establishing a relationship with the interviewees, thus helping them relax.
Follow-Up Discussion
Respecting the applicant’s time and effort by following up with them demonstrates professionalism and may lead to a more satisfying candidate experience and brand reputation. Call the hired applicants after the final decision and inform them about the progressive steps (Imane & Zohra, 2022). Hence, successful interview methods help the HRM to identify the best person for the position and develop a great brand reputation, thus improving candidates’ overall experience with the hiring process.
Conclusion
The interview process ensures that the management selects the correct applicant for a given job position. However, the HRM must take time to review candidates’ information before choosing qualified applicants. Therefore, an unstructured interview allows the interviewer to tailor the questions to the application. Structured interviews use a predetermined set of questions to allow the interviewer to understand the candidate depending on the position for which the prospect is interviewing.
References
Imane, T., & Zohra, N. M. F. (2022). Interviewers’ Practices and Perceptions During the Job Interview for an EFL Assistant Lecturer Position.
Villanueva, D. G. S. (2019). The Effectiveness of Structured versus Unstructured Interview in Assessing Narcissistic Personality Traits of Student-Athletes. California State University, Fullerton.