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Unstructured Interview

What is an Unstructured Interview?

An unstructured interview is a type of interview where the interviewer does not follow a predetermined set of questions. Instead, the conversation flows naturally, allowing the interviewer to explore topics based on the candidate's responses. This type of interview is commonly used in recruitment and HR to gain deeper insights into a candidate's personality, experiences, and problem-solving abilities.

Characteristics of Unstructured Interviews

Unstructured interviews are characterized by:

  • Flexibility: The interviewer can adapt questions based on the candidate's responses.
  • Conversational tone: The discussion resembles a casual conversation rather than a formal Q&A session.
  • Candidate-driven responses: The interview allows candidates to provide detailed and spontaneous answers.
  • Exploratory nature: It helps uncover aspects of a candidate's personality and experience that might not emerge in a structured format.

Advantages of Unstructured Interviews

1. Personalized Insights

Unstructured interviews allow recruiters to dive deeper into a candidate's personality, motivations, and cultural fit within the company. This helps in making more informed hiring decisions.

2. Flexibility in Approach

Since there are no rigid guidelines, interviewers can explore various aspects of a candidate's background that might be relevant to the role.

3. Better Candidate Experience

Candidates often feel more comfortable and less pressured in an unstructured setting, leading to a more authentic exchange of information.

4. Identifying Soft Skills

Employers can assess crucial soft skills like communication, adaptability, and critical thinking without the constraints of a pre-defined questionnaire.

Challenges of Unstructured Interviews

1. Inconsistency 

Without a set structure, interviews can vary greatly, making it difficult to compare candidates objectively.

2. Bias Risk

Since the questions are not standardized, unconscious biases may influence the hiring decision.

3. Time-Consuming

Unstructured interviews often take longer as they require deep exploration of topics, which may not be ideal for high-volume hiring.

4. Lack of Data-Driven Insights

The subjective nature of unstructured interviews makes it challenging to collect quantifiable data for recruitment analytics.

Stats and References

  • Research indicates that structured interviews have a higher correlation with job performance than unstructured ones.
  • While unstructured interviews can offer deeper insights into a candidate’s personality and potential cultural fit, they are also more susceptible to biases and may lack consistency.

Best Practices for Conducting Unstructured Interviews

  1. Set Clear Objectives: Even though the interview is unstructured, having a clear understanding of what to assess can help steer the conversation effectively.
  2. Avoid Leading Questions: Encourage open-ended responses to gain genuine insights.
  3. Active Listening: Pay close attention to the candidate's responses and use follow-up questions to explore key points.
  4. Maintain a Balance: While flexibility is key, ensure that all candidates are evaluated on the same fundamental criteria.

Conclusion

Unstructured interviews offer a unique way to assess candidates' personalities, cultural fit, and problem-solving abilities. While they come with challenges, they can be a powerful tool in a comprehensive recruitment strategy when used alongside other structured methods.