Structured Vs. Unstructured Interview Techniques: Which Works Best?
- Jun 14, 2016
In a world of flextime, employee autonomy, and an overall relaxed workplace environment, you might think that one of today’s best interview techniques would be a casual give-and-take between recruiter and candidate. Yet study after study has shown that organizations who use unstructured job interviews are at a disadvantage in the battle for talent.
Structured vs. Unstructured Interview TechniquesEvery recruiter or hiring manager struggles with just how much they need to structure the interview process. Both structured and unstructured interview techniques have their advantages and disadvantages. Do you know which one is best for you? Structured Interviews Structured interviews include questions that are based on the position’s job requirements and the abilities need to perform the work. Every candidate is asked the same questions and the most common ones look to discover:
- A candidate’s strengths and weaknesses.
- How a candidate processes information and makes decisions.
- Whether a candidate would be a good fit for the position and assimilate into a company’s culture.
The Best ApproachMost large IT firms today believe more standardized interview techniques, including structured interviews, are the way to go. Tech giant Google has a data-rich hiring process that eliminates biases and uses structured interviews and a candidate’s background information to determine the best candidate for a job. Recruiters and hiring managers who are willing to accept that their own decision-making skills come with built-in biases and, thus, are not perfect, can come to love big data when it comes to hiring. They’ll soon find that filling positions with qualified candidates using pre-determined criteria has some pretty nice long-term benefits, including improved retention and greater productivity.