Three Types of Interviews: Understanding the Variations

There are various types of interviews, each serving different purposes and conducted in different formats. Here are three common types of interviews:

1. Structured Interviews:

   • Definition: Structured interviews are highly organized and standardized. They involve asking each candidate the same set of predetermined questions in a consistent order.
   • Purpose: The primary purpose of structured interviews is to ensure fairness and consistency in evaluating candidates. By asking the same questions to all candidates, employers can objectively compare their responses.
   • Advantages: Structured interviews reduce bias in the hiring process, as all candidates are evaluated using the same criteria. They are particularly useful when hiring for positions where specific skills and competencies are crucial.
   • Example: In a structured interview for a customer service role, all candidates might be asked the same questions about handling customer complaints, resolving issues, and demonstrating empathy.

2. Behavioral Interviews:

   • Definition: Behavioral interviews focus on a candidate's past behavior as an indicator of future performance. Interviewers ask candidates to provide specific examples from their previous experiences to demonstrate their skills and abilities.
   • Purpose: The purpose of behavioral interviews is to assess how candidates have handled various situations in the past, including challenges, teamwork, and problem-solving. This approach helps predict how candidates are likely to perform in the new role.
   • Advantages: Behavioral interviews provide concrete evidence of a candidate's capabilities based on their past actions. They are effective in identifying candidates who have demonstrated the desired skills and competencies in real-world scenarios.
   • Example: In a behavioral interview, a candidate might be asked to describe a time when they successfully resolved a difficult customer complaint or managed a tight deadline in a previous job.

3. Unstructured Interviews:

   • Definition: Unstructured interviews are more open-ended and flexible. Interviewers ask a variety of questions that may not follow a set script. The conversation flows more naturally, allowing interviewers to explore different topics.
   • Purpose: Unstructured interviews aim to get a sense of the candidate's personality, communication skills, and cultural fit with the organization. They provide an opportunity for candidates to express themselves in a less constrained manner.
   • Advantages: Unstructured interviews can reveal valuable insights into a candidate's character, values, and how they handle spontaneous questions. They are often used for senior positions and roles where interpersonal skills are crucial.
   • Example: In an unstructured interview, an interviewer might start with the question "Tell me about yourself" and let the conversation evolve based on the candidate's responses.

It's important to note that these interview types are not mutually exclusive, and interviews often combine elements from different types. Employers may use a mix of structured, behavioral, and unstructured questions to thoroughly evaluate candidates. Additionally, the specific interview style employed can vary depending on the job, industry, and company's hiring practices. Candidates should be prepared for different interview formats and tailor their responses accordingly.