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All interviews should be structured an scheduled accordingly.
Interviews should be comfortable so that communication flows clearly.
What difficulties ma be face with in conducting an interview?
How will the HR department be able to establish the correct method of the type of interview to use for candidates being interviewed?
how can I evaluate any candidates " fairly " by using unstructured technique ?
how can decide which technique I will need in the interview ?
Structured interviews might be best if you have limited time.
Structured Interview - Here, every single detail of the interview is decided in advance. The questions to be asked, the order in which the questions will be asked, the time given to each candidate, the information to be collected from each candidate, etc. is all decided in advance. Structured interview is also called Standardised, Patterned, Directed or Guided interview. Structured interviews are preplanned. They are accurate and precise. All the interviews will be uniform (same). Therefore, there will be consistency and minimum bias in structured interviews. Unstructured Interview- This interview is not planned in detail. Hence it is also called as Non-Directed interview. The question to be asked, the information to be collected from the candidates, etc. are not decided in advance. These interviews are non-planned and therefore, more flexible. Candidates are more relaxed in such interviews. They are encouraged to express themselves about different subjects, based on their expectations, motivations, background, interests, etc. Here the interviewer can make a better judgement of the candidate's personality, potentials, strengths and weaknesses. However, if the interviewer is not efficient then the discussions will lose direction and the interview will be a waste of time and effort. A semi-structured interview is a qualitative method of inquiry that combines a pre-determined set of open questions (questions that prompt discussion) with the opportunity for the interviewer to explore particular themes or responses further. A semi-structured interview does not limit respondents to a set of pre-determined answers (unlike a structured questionnaire). Semi-structured interviews are used to understand how interventions work and how they could be improved. It also allows respondents to discuss and raise issues that you may not have considered.
In types of Interview, there are three common methods of in structured, unstructured, semi-structured. In my point of view, it is mostly depending on each of organization because the three methods or types of interview would be fit for all. Every organization need to choose at list one or more from that, more suitable for their organization and candidates.
an interviewer needs to be certain of which interview techniques is most suitable to use with an applicant.
There are three common methods of interview:
These are not distinct types of interview, rather, these different types of interview are on a continuum and you will find yourself making quite fine judgements as to whether you want to be more structured or less structured in your interviewing technique.
In a structured interview you will have a set schedule of questions from which you will not deviate. Indeed, at the most structured end of this type of interview, you will detail the very wording of each question.
So for a structured interview you will go through several stages of preparation:
Work out an overview of what sort of information you want to gather
Design the questions that you will want to ask, taking care to make your wording clear
Work out the best and most logical order for your questions
Look for questions that may puzzle your respondents, lead to digressions or cause you any difficulties
At the opposite end of the structure continuum are completely unstructured interviews.
So how do you go about an unstructured interview? First, you have to provide a hook; a theme or topic that interests your respondent.
For example, it’s unlikely that a sales manager would understand why she’s being interviewed about the details of factory policy
Second, you’ll need to establish a rhythm to your interview. Having introduced the general theme of the interview:
Ask what the key issues are, or what have been the significant events. Then ask for stories that illustrate that issue or event.
Ask how your respondent would evaluate the current situation or past events, or what they think will happen. Here you are asking for their opinions.
Or you could ask about their feelings about how a situation or project is progressing.
A semi-structured interview has some of the characteristics of both the structured and unstructured interview.
Having taken a decision to conduct a semi-structured interview, you will plan an overall structure for it.
Where a semi-structured interview differs from a more structured conversation is in the way you give space to your respondent to expand on a particular topic.
To do this you will tend to ask open rather than closed questions, or ask questions that offer your respondent more scope to discuss something that interests them and you are likely to get richer data.