What is a semi-structured interview?
A semi- structured interview is an interview format where you prepare a general outline for questions you’ll ask candidates with room for flexibility during the conversation. A semi-structured interview allows you to show up to the interview prepared with a list of open-ended questions that will guide the conversation, but you might diverge from them over the course of the discussion. This is different from a structured interview, where you have a concrete list of questions that you ask all candidates in the same order. The semi-structured interview promotes a natural, discussion-style meeting with candidates and means each interview is unique.
Semi-structured interview process and common questions
The process for a semi- structured interview is more relaxed and free-form than a structured interview. Typically, prior to the interview, you should create a profile outlining your ideal candidate. Focus on what qualifications and skills this person should have so you know what details you’re looking for in your discussions with applicants. Next, choose some questions and conversation starters that prompt a candidate to talk about what skills and qualities they have that fit your profile. In the semi-structured interview format, you may or may not have follow-up questions for candidates depending on how they answer the initial question on a specific topic.
As a rule, you should prepare open-ended questions for a semi-structured interview. Candidates cannot answer these questions with a simple “yes” or “no” response; they require candidates to elaborate and share more information about themselves and what they bring to the table. Interviewers taking a semi-structured approach can come up with questions on the spot based on how a candidate answers a question. If they speak about a project or past experience you feel is relevant, ask them for more details about that event before moving on to other topics on your list.
Why is it beneficial to conduct a semi-structured interview?
The benefit of a semi-structured interview approach is that it encourages a discussion and a more relaxed environment. Candidates receive an opportunity to talk about themselves and their skills in-depth when you ask open-ended questions and are likely to feel more comfortable than they would in a formal, structured interview setting. Since candidates have a chance to speak freely and develop a rapport with the interviewer, you will see more of their personality and get a sense of what they’re like to communicate with. This advantage allows you to make informed hiring decisions about who is a good fit for your team.
When should you use the semi-structured approach?
Semi-structured interviews are qualitative and help provide informational insight. This interview format is exploratory and can help interviewers determine if a candidate is a cultural fit for a company. It allows applicants a chance to share their knowledge on the industry or a role’s requirements without being asked direct questions they must respond to. The freedom in the conversation provides helpful insight if the interviewer records the data provided to review later.
Semi-structured interviews are useful for jobs across a variety of industries to get more information from candidates during the conversation. However, this is especially useful for employers conducting interviews across the creative industries such as journalism, media post-production, engineering, music, dance or fitness. These professions require individuals to bring much of their own ideas, creativity and philosophies to the workplace and impart their thoughts to others as part of the craft. Therefore, employers want to ensure that anyone they hire has ideologies that align with the company’s. However, semi-structured interviews can also be beneficial in businesses focusing on technology, finance or medicine, especially when individual candidates need to work well as part of a team.
How to conduct a semi-structured interview
A semi-structured interview mimics the format of a natural, free-flowing conversation, but while it looks effortless in the moment, it still requires prep work. As the interviewer, you must understand how to guide the interview in this format to get the most valuable data from a prospective candidate.
Do your homework
To successfully conduct a semi-structured interview, you must have a clear idea of what you’re looking for in the ideal candidate and what skills are necessary for this role. Before the interview, ensure you review the job description, so you know exactly what responsibilities the person taking on this position will have. Also, review the applicant’s resume and cover letter before meeting with them to ensure you know the specifics about their education, previous work experience and hobbies. This knowledge will help you ask pertinent questions throughout the interview and guide the conversation more naturally based on what you already know about this person.
Prepare thoughtful questions
Since a semi-structured interview takes the form of a discussion, your questions need to be open-ended and specific to the role and this candidate. If you ask generic interview questions such as “what are your weaknesses?” or “what are your strengths?” you’re indirectly telling the candidate that you’re asking them the same questions as everyone else, and they will likely respond in a succinct, professional manner.
If you want to get a candidate talking and learn more about them personally, you need to tailor your questions and discussion topics to the individual. Ask about specific experiences. Examples of semi-structured interview questions are, “What’s your favorite thing about studying at X University?” or “What was your biggest challenge on X project, and what would you do differently next time?” You want to demonstrate through your talking points that you are invested in them as a candidate and invite them to speak freely with you.
Be approachable
You are making the company’s first impression on the candidate, and as the interviewer, you also hold an undeniable position of power. Don’t exploit that power by forcing applicants to answer trick questions. Smile and set the tone for the discussion from the outset. When they sit down, welcome them and explain that you’ll be having a relaxed conversation where they’re free to elaborate on their responses or ask you questions at any time. When you establish a friendly dynamic that eases the candidate, you are more likely to get a better impression of who they are and what they’re like to work with.
Take detailed notes
Since semi-structured interview questions are a qualitative research method, it’s critical for you to note your findings during the interview so you or another hiring manager can review the available data later. Having these notes to rely on allows you to immerse yourself in the conversation during the interview so you can get to know the candidate properly.
