What is an unstructured interview?
An unstructured interview, as opposed to a structured interview, is one where the interviewer starts the conversation with an open-ended question. Then, they choose follow-up questions based on the candidates’ answers, letting the conversation flow naturally. You can conduct unstructured interviews face-to-face or virtually to suit the needs of your candidates and your organization.
Structure vs. unstructured interview techniques
Some people find that comparing structured vs. unstructured interviewing makes it easier to understand unstructured interviews.
When you picture a job interview, you likely imagine a hiring manager sitting down with a candidate and asking a list of predetermined questions. This approach is a structured interview—one that has a predetermined format.
Unstructured interviewing is the opposite of a structured interview. During an unstructured interview, you don’t rely on a specific set of questions or follow a particular format.
When comparing structured vs. unstructured interview processes, keep in mind that the goal of each is the same. You go into both types of interviews hoping to learn more about the candidate’s skills, qualifications and training so that you can determine how they will perform in your open position.
The difference between the two is how you reach your goal. With structured interviewing, you have a path to follow. Unstructured interviewing requires you to find your own way based solely on the responses that the candidate provides.
Benefits of unstructured interviewing
Some advantages of unstructured interviews include the following.
Flexibility
An unstructured interview allows hiring managers and candidates to steer the discussion in any direction they choose. This may present more opportunities to sell the benefits of working for your company and give the candidate more room to highlight their skills and qualifications.
Conversational nature
Unstructured interviewing may promote a more relaxed atmosphere, allowing candidates to behave more naturally. This may mean that your hiring manager gets a clearer picture of candidates’ interpersonal skills and more chances to read their body language.
More room for rapport-building
Unstructured interviews give the interviewer more time to build rapport with the person they’re talking to. This can increase the chances of high-quality candidates accepting positions with your company to strengthen your recruitment efforts.
Deeper conversations
Because interviewers are free to ask more follow-up questions, unstructured interviews may uncover areas of concern or candidate strengths that structured interviewing may miss.
Drawbacks of unstructured interviewing
Some disadvantages of unstructured interviews include the following.
Challenging evaluations
The nature of the unstructured interview means that hiring managers may have dramatically different conversations with each candidate, and evaluating candidates may become a case of apples versus oranges. Even if you create a standard interview evaluation process, hiring managers may find it hard to be objective when evaluating.
Limited participation
Unstructured interviews work best when only two people are involved in the conversation. Adding one or more people can lead to chaos with frequent interruptions.
While you can choose to have an observer take notes, their presence in the room may make the conversation feel less natural. As a result, it may be difficult for the candidate to engage in a relaxed conversation that allows their personality to shine.
Risk of bias
Failing to ask each candidate the same set of questions could introduce unconscious biases into the hiring process. There is also more of a risk of interviewers asking inappropriate questions that could come across as discriminatory.
More skill required
Unstructured interviewing takes practice to master. Interviewers need strong communication and observation skills to engage in conversation and take notes that they can use during the evaluation process. The interviewer must keep the conversation flowing and reduce pauses as much as possible to ensure a positive candidate experience.
When should you conduct unstructured interviews?
An unstructured interview may be a good option in the following situations.
You want to change things up for a subsequent round of interviewing
If you’ve already conducted one or more structured interviews and narrowed down your pool of applicants, an unstructured interview may give you the ability to discover new things about the remaining candidates.
You’re only considering internal candidates
When recruiting internal candidates vs. external candidates, you already have some knowledge of their skills and qualifications and how well they fit into your corporate culture. Unstructured interviews may allow hiring managers to get to know candidates more deeply and to discuss current employees’ goals and aspirations. This way, you can point out other opportunities for advancement or job changes to the candidates who don’t get the position. Doing so may increase employee retention and boost job satisfaction.
You have a limited pool of candidates
If you don’t receive many inquiries about the job or prescreening leaves you with only one or two candidates to consider, the flexibility of unstructured interviews gives you a chance to get to know each one on a deeper level.
The position requires strong communication skills
Being able to carry on a conversation is an important skill for jobs related to customer service, sales, education, management and other fields. If conversation or oral communication skills are a key job requirement, an unstructured interview can give you a chance to assess candidates’ abilities in a natural way.
Tips for conducting an unstructured interview
If you choose to add unstructured interviewing to your hiring process, follow these tips to increase your chances of success.
Emphasize the need for preparation
Interviewers must go into unstructured interviews well-prepared with a list of points they must cover. They’ll also need questions to get the conversation going and keep it flowing. Compiling an interview preparation checklist can help ensure that hiring managers arrive ready.
Develop interview and evaluation procedures and policies
Set interviewers up for success by providing them with clear guidelines for conducting the interview and evaluating candidates afterward. Create a standardized system for rating and ranking candidates that eliminates subjectivity as much as possible. Providing a standardized interview scoring sheet can also be beneficial.
Hold practice sessions
Have interviewers practice unstructured interviewing techniques with each other, and be sure that members of your HR team observe the process. Practice sessions can help interviewers feel more relaxed, learn what types of questions to avoid and become comfortable asking follow-up questions.
Record interviews, if possible
Ask candidates if they mind you recording the unstructured interview. Having an audio or video recording can eliminate the need for note-taking and allow the interviewer to revisit conversation topics when completing an evaluation. They also enable team members who weren’t present at the interview to observe and evaluate the candidate.
Plus, recordings can provide an accurate record of what transpired during an interview if a dispute arises. You can even use recordings to coach interviewers, so they can continue to strengthen and develop their skill set.
Structured vs. unstructured interviewing: which is right for you?
By weighing the pros and cons of structured vs. unstructured interviewing, you can determine which method is best for your hiring process. As you reflect, consider the interviewers’ experience and skills, the nature of your open position and the size and makeup of your pool of candidates. Seek input from interviewers as well to ensure that they’ll feel comfortable conducting an unstructured interview.
FAQs about unstructured interviews
Should I tell candidates about unstructured interviews ahead of time?
Letting candidates know what to expect can help them feel at ease. Because they may not be familiar with the term unstructured interview, you might say something like, “This interview will be more of a conversation rather than a question-and-answer session. Feel free to come prepared with any questions or topics you’d like to discuss.”
How do I prepare for unstructured interviews?
Although you won’t need to develop a list of questions before an unstructured interview, preparation is still important. Take the time to review the candidates’ resume, taking note of things that you want to discuss. Set goals for the conversation, so you can cover all important topics.
