Defining an Unstructured Interview

An unstructured interview is a type of job interview in which the interviewer does not follow a fixed set of predetermined questions. Instead, the conversation flows more freely, with questions arising organically based on the candidate’s responses. Unlike structured interviews, which are carefully designed and standardized, unstructured interviews resemble informal conversations.

For example, rather than asking every candidate the same set of questions, an interviewer might start with “Tell me about yourself” and then decide on follow-up questions based on what the candidate says. This approach allows for flexibility and exploration but lacks consistency.

Why Employers Use Unstructured Interviews

Unstructured interviews are appealing because they often feel more genuine and less rigid. Hiring managers may believe they can better assess a candidate’s personality, communication skills, and cultural fit in an open-ended conversation. For some roles, especially those requiring interpersonal skills, this informal approach may seem like the best way to gauge how a candidate will interact with colleagues or clients.

They can also allow interviewers to dig deeper into unexpected areas that structured formats might overlook. For instance, if a candidate mentions an unusual project or experience, the interviewer can follow that thread to learn more.

Benefits of Unstructured Interviews

One benefit of unstructured interviews is that they create a more relaxed atmosphere for candidates. Without the pressure of strict, standardized questioning, candidates may feel more comfortable sharing their experiences and insights. This can lead to rich, detailed stories that provide context about their skills and character.

Unstructured interviews also give interviewers the freedom to explore topics in depth. They can pivot to focus on areas that seem most relevant for a particular candidate, creating a tailored and dynamic conversation.

Drawbacks and Criticisms

Despite their popularity, unstructured interviews have significant downsides. Research consistently shows that they are among the least reliable predictors of job performance. Because each candidate is asked different questions, it becomes difficult to compare responses objectively. This opens the door to bias, as interviewers may make decisions based on gut feelings or personal similarities rather than job-related criteria.

Unstructured interviews can also lead to inconsistent hiring outcomes. Two interviewers might interpret the same conversation differently, resulting in unequal treatment of candidates. From a legal standpoint, this lack of standardization can also create risks if hiring decisions are challenged under equal employment laws.

Best Practices for Employers

Employers who choose to use unstructured interviews should be aware of their limitations and take steps to mitigate risks. One strategy is to use them in combination with structured assessments, such as job knowledge tests, work sample tests, or structured interviews. This way, the conversational insights from an unstructured interview are balanced by more objective data.

Interviewers should also receive training to recognize and reduce unconscious bias. Even in an informal format, focusing on job-related competencies and taking notes systematically can improve fairness and consistency.

Final Thoughts

Unstructured interviews are a common but flawed tool in hiring. While they allow for flexibility, personalization, and rapport-building, they also suffer from subjectivity and low reliability in predicting job performance. For employers, the best approach is to treat unstructured interviews as just one piece of the hiring puzzle rather than the sole determinant. By combining them with more structured and evidence-based methods, organizations can make better hiring decisions while still benefiting from the human connection that unstructured interviews can provide.

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