Definition: An unstructured interview is a type of interview in which questions are not prearranged, allowing for a spontaneous and personalized dialogue that reveals deeper insights into a candidate’s personality, experiences, and skills.
Unstructured interviews are a key tool in the arsenal of HR and recruitment professionals, offering a dynamic way to assess candidates.
Unlike structured interviews with a set list of questions, unstructured interviews are more flexible, often leading to a more personalized and revealing interaction.
Types of Questions in Unstructured Interviews
Open-ended Questions
These questions allow candidates to elaborate on their experiences, thoughts, and feelings. Examples include “Tell me about a time you faced a challenge at work,” or “How do you approach problem-solving?”
Situational Questions
Situational questions assess how a candidate might handle specific work-related scenarios. They often start with “What would you do if…” allowing the interviewer to gauge the candidate’s practical skills and judgment.
Behavioral Questions
Behavioral questions are based on the premise that past behavior is the best predictor of future behavior. These questions ask candidates to provide examples of how they’ve handled situations in the past, like “Can you describe a situation where you had to work under pressure?”
Advantages of Unstructured Interviews
Flexibility in Conversation
Unstructured interviews allow for a natural flow of conversation, enabling interviewers to explore topics more deeply or pivot as new information emerges.
Ability to Uncover Unique Insights
This format often leads to discussions that uncover a candidate’s unique skills, thought processes, and potential cultural fit, which might not be evident in a structured interview.
More Relaxed and Natural Interaction
The conversational nature of unstructured interviews can put candidates at ease, often resulting in a more authentic representation of their personality and abilities.
Challenges of Unstructured Interviews
Risk of Inconsistency Between Interviews
Without a standard set of questions, each interview can vary significantly, making it challenging to compare candidates fairly.
Potential for Interviewer Bias
The informal nature of these interviews can sometimes lead to unconscious biases influencing the interviewer’s judgment.
Difficulty in Comparing Candidates
The lack of structured responses can make it hard to directly compare candidates, as each conversation may cover different topics and depths.
Best Practices for Conducting Unstructured Interviews
Preparing Key Topics to Cover
While the conversation should remain fluid, having a list of key topics ensures that all necessary areas are explored during the interview.
Practical example: Before the interview, prepare a list of key areas to explore, such as the candidate’s leadership experience, problem-solving skills, and adaptability.
During the interview, while allowing the conversation to evolve naturally, gently steer the discussion to touch on these topics. For instance, they might say, “I noticed on your resume that you’ve led a team. Could you tell me more about that experience?”
Active Listening and Follow-up Questions
Active listening allows interviewers to pick up on subtle cues and follow up with probing questions, leading to a more comprehensive understanding of the candidate.
Practical example:
Imagine you’re in the middle of the interview, and your candidate mentions a challenging project they’ve managed. Here’s where your active listening skills come into play.
Lean in, show genuine interest, and then hit them with a follow-up question that digs deeper, like, “You just talked about a challenging project. Could you walk me through a specific obstacle you encountered and how you tackled it?”
This approach isn’t just about hearing their words; it’s about understanding their experiences and how they align with what you’re looking for.
Balancing Structure and Flexibility
Maintaining a balance between having a conversation flow naturally and ensuring all important aspects are covered is crucial. This balance helps in obtaining valuable insights while keeping the interview focused.
Practical example:
Again, imagine you’re conducting an interview. Start off with some broad, open-ended questions to set a comfortable tone. Maybe ask the candidate to walk you through their professional journey.
As the conversation unfolds, remember to anchor back to the competencies crucial for the role.
For instance, if the job demands top-notch customer service skills, guide the conversation there. You might ask, “Could you share a time when you dealt with a particularly tough customer?” This technique keeps your interview on track, covering the essentials while allowing for a free-flowing, organic conversation.
FAQ
How to Ensure Fairness in Unstructured Interviews?
Standardize evaluation criteria based on key competencies and involve multiple interviewers to assess candidates. This approach helps in balancing different viewpoints and minimizing individual biases.
What is The Difference Between Unstructured and Semi-Structured Interviews?
Unlike unstructured interviews, which are characterized by their open-ended and conversational nature, semi-structured interviews combine the flexibility of casual dialogue with a set of predetermined questions, ensuring that key topics are covered while still allowing for in-depth exploration based on the interviewee’s responses.
How to Avoid Unconscious Bias?
Train interviewers to recognize their own biases. Use a diverse panel of interviewers and focus on the candidate’s qualifications and responses, rather than personal attributes or assumptions.
How to Keep Unstructured Interviews Productive?
Prepare a list of competencies and skills relevant to the role. Use this as a guideline to steer conversations, ensuring that key areas are covered while allowing flexibility in the discussion.
How to Compare Candidates After Unstructured Interviews?
Develop a scoring system based on the predefined competencies and skills. After each interview, note down how well the candidate met each criterion. This structured approach aids in making objective comparisons.
How to Train Interviewers for Unstructured Interviews?
Provide training sessions focused on effective questioning techniques, active listening, and methods to steer conversations. Role-playing exercises can be particularly beneficial for practicing these skills.
How to Handle Unexpected Responses in Unstructured Interviews?
Embrace the unpredictability as an opportunity to explore new aspects of the candidate’s experience and personality. Ask follow-up questions that delve deeper into the candidate’s response, providing richer insights.
Conclusion
Mastering unstructured interviews is like becoming a skilled navigator in the vast sea of human potential. These interviews are not just about filling a position; they’re about discovering the unique stories, hidden talents, and potential game-changers for your organization.
Each conversation is a journey into understanding what makes a candidate tick, beyond the confines of a resume or a checklist.
As you weave through these dialogues, remember, that the art of unstructured interviewing is in asking the right questions, listening intently, and connecting the dots in a way that uncovers not just a good employee, but a great fit for your team.
So, embrace the fluidity, don’t shy away from surprises, and let each interview be a stepping stone toward building a more dynamic, diverse, and driven workforce.