A Guide to Unstructured Interviews: Different Types and How to Prepare

When it comes to recruiting, the interview process plays a vital role in selecting the right candidate for the job. While structured interviews have their place, unstructured interviews can be highly effective for evaluating candidates in more dynamic and flexible ways. In this week’s blog, we’ll explore the different types of interviews, how to prepare for them, and why a working interview can be one of the most insightful.

Types of Interviews

Before diving into unstructured interviews, it’s important to understand the broader interview landscape. Here are some common types of interviews recruiters use:

1. Structured Interviews
   These interviews involve a set of predefined questions asked in the same order to every candidate. This format ensures consistency and helps compare candidates based on the same criteria. Structured interviews are commonly used for roles where specific skills and qualifications are essential.
2. Unstructured Interviews
   Unstructured interviews, on the other hand, are more flexible and informal. There are no fixed questions or strict formats. Instead, the conversation flows based on the candidate’s responses, allowing for a deeper understanding of their experiences, personality, and problem-solving abilities.
3. Behavioral Interviews
   Behavioral interviews focus on how candidates handled situations in the past, usually framed with questions like, “Tell me about a time when…”. These help recruiters assess how well candidates might perform in similar situations in the future.
4. Panel Interviews
   In a panel interview, a candidate meets with multiple interviewers at the same time. This allows different team members or departments to assess the candidate from varying perspectives.
5. Group Interviews
   In group interviews, several candidates are interviewed at once. This can be useful for roles requiring teamwork or leadership, as it allows recruiters to observe how individuals interact with others in a group setting.
6. Working Interviews
   This type of interview allows candidates to perform real or simulated job tasks as part of the interview process. It’s especially useful for roles that require specific skills or problem-solving capabilities.

How to Prepare for Unstructured Interviews

Preparation is crucial even for unstructured interviews, both for recruiters and candidates. Here’s how to make the most of this flexible format:

For Recruiters:

• Know Your Goals: Even though unstructured interviews are flexible, it’s important to have a clear understanding of what qualities and competencies you want to assess.
• Use Open-Ended Questions: Ask questions that allow candidates to share stories and experiences. For example, “Can you tell me about a project you’re proud of?” or “What’s the most challenging problem you’ve solved recently?”
• Listen and Pivot: Be prepared to follow up on the candidate’s answers with more in-depth questions. Unstructured interviews are great for getting to know candidates better, so let their responses guide the conversation.

For Candidates:

• Research the Company: Even though the questions may vary, knowing the company’s culture, values, and mission will help you provide more relevant answers. For example, since Staffers is a temporary staffing agency in Mississippi, research the hiring trends in Jackson!
• Prepare to Discuss Your Experiences: In an unstructured interview, you may be asked to elaborate on your past work or decisions in greater detail. Be ready to provide specific examples.
• Be Adaptable: Since unstructured interviews don’t follow a strict format, candidates should be comfortable with ambiguity and ready to think on their feet.

The Pros of a Working Interview

A working interview can be an invaluable tool for both the employer and the candidate. Here’s why:

1. Real-Time Skill Evaluation: Instead of relying on hypothetical scenarios or past experiences, a working interview allows recruiters to see the candidate perform actual job tasks. This is particularly useful for roles that are hands-on or require specific technical skills.
2. Cultural Fit Assessment: A working interview gives you a glimpse into how a candidate might interact with the team, handle pressure, and contribute to the company culture.
3. Confidence for Candidates: For the candidate, a working interview provides an opportunity to showcase their skills in a real-world context, beyond what can be expressed in conversation. It allows them to prove their capability and ease any doubts about their suitability for the role.
4. Immediate Feedback: The nature of a working interview often lends itself to more immediate and practical feedback. Candidates can learn quickly whether they are a good fit for the role, and employers can evaluate their performance in real-time.

Conclusion

Unstructured interviews offer flexibility and allow for a more personal and insightful approach to recruiting. When combined with other types of interviews, such as behavioral or working interviews, recruiters can get a well-rounded view of a candidate’s suitability. While preparation is essential, the unstructured format creates space for organic discussions that reveal key aspects of a candidate’s personality and skills that might otherwise go unnoticed.

For roles that require specific skill sets, consider incorporating a working interview into your hiring process to gain a clearer picture of how a candidate would perform on the job.