Structured Interview

What Is A Structured Interview?

A structured interview is a methodical technique of interviewing in which the same questions and scoring criteria are used to evaluate candidates' qualifications.

Types Of Questions Asked In A Structured Interview?

• As long as they are graded using the same scale, structured interviews can include a variety of questions (hard skill questions, soft skill questions, probing inquiries, etc.). Typical interview questions include, for example:
• Describe your most cherished success.
• Describe a situation where you had to assist someone in learning something.
• What characteristics are you seeking in a workplace companion?
• What draws you to this company?
• What leadership qualities do you believe every manager ought to possess?
• What is your knowledge of our company?
• What would you do if you found out a coworker was stealing money from the business?
• When was your last training or educational opportunity?

What Benefits Can a Structured Interview Offer?

• A structured interview has the following benefits: 
• Quicker execution 
• Comparable responses to enable applicant comparison; 
• Decreased interviewer bias
• Straightforward interview procedure.
• Since all candidates are asked the same questions, it enables a more unbiased comparison of the contenders. When interviewing a large number of applicants, this can be extremely useful.
• A structured interview can help to lessen the possibility of bias because the interviewer is less likely to be swayed by subjective elements like mannerisms or appearance.
• Given that the interviewer doesn't have to think of new questions at the moment, structured interviews can be quicker than unstructured ones.
• Because they are less likely to be impacted by interviewer bias or inaccuracy, structured interviews can be more dependable than unstructured ones.

What Drawbacks Do Structured Interviews Have?

• Less flexibility; 
• A higher potential for subjective interpretation of the questions; 
• More interview preparation time; 
• Fewer personal or otherwise tailored questions 
• If the interviewer considers that a candidate's response is inadequate or unacceptable, he or she may not be able to go further into it.
• Candidates may feel uneasy if the interview comes out as less personal and more like an interrogation.
• It's possible that the interviewer won't be able to gauge the candidate's genuine personality or potential as well as in an unstructured one

Conclusion

In general, the choice between a structured and an unstructured interview will rely on the particular requirements of the company and the nature of the position being filled. A structured interview may be the ideal choice if the position demands a high level of objectivity and accuracy. An informal interview may be more successful if the position involves more creativity or social skills.