The Differences and Benefits of Structured and Conversational Interviews

In the world of hiring, interviews are the key that unlocks the door to discovering your next great employee. However, the approach to interviewing can make a significant difference in what you learn about a candidate. 

Two of the most popular styles are structured and conversational interviews. While both have unique qualities, it’s important to understand their distinctions and unique benefits to determine which might suit your hiring process best. 

Structured Interviews

A structured interview is a systematic approach where each candidate is asked the same set of predetermined questions, often in the same order. This format ensures consistency and fairness, as all candidates are given an equal opportunity to demonstrate their qualifications.

Benefits:

1. Objectivity:
One of the greatest strengths of a structured interview is its ability to minimize bias. Since all candidates are evaluated using the same criteria, you can more easily compare responses and make objective decisions. This is especially helpful when hiring for roles where specific technical skills or qualifications are non-negotiable.

2. Predictability:
Structured interviews allow hiring managers to stick to a plan. You know exactly what questions will be asked and can anticipate the types of responses you’ll receive. This makes it easier to stay on track and cover all necessary areas during the interview.

3. Data-Driven Decisions:
Since the answers are standardized, it’s simpler to quantify responses. This makes structured interviews particularly beneficial for creating measurable, data-driven decisions about who to move forward in the hiring process.

4. Compliance and Legal Protections:
Structured interviews often stand up better in terms of legal compliance. By sticking to a uniform set of questions, you reduce the risk of asking something inappropriate or unlawful, which protects your company from potential legal issues.

However, structured interviews may come across as rigid, and they don’t always allow the natural flow of conversation that might reveal a candidate’s personality. That’s where conversational interviews come into play.

Conversational Interviews

Conversational interviews, as the name suggests, are more relaxed and flexible. Instead of following a script, these interviews flow naturally, allowing both the interviewer and the candidate to explore topics as they arise. This format is often used to create a more personal connection with the candidate.

Benefits:

1. Building Rapport:
A conversational interview tends to feel more like a two-way conversation, which can make candidates feel more at ease. When candidates feel comfortable, they’re more likely to be open and authentic, providing you with better insights into their character and work style.

2. Flexibility:
Unlike structured interviews, conversational interviews give you the freedom to explore responses in greater detail. If a candidate says something interesting, you can dive deeper and ask follow-up questions that you might not have considered in a more structured format. This is particularly useful when you’re hiring for creative or leadership roles that require out-of-the-box thinking.

3. Discovering the “Human Element”:
With conversational interviews, you can gauge more than just a candidate’s skills and qualifications–you get a real sense based on their personality. This is invaluable when assessing whether someone will be a cultural fit within your organization. 

However, the very flexibility of conversational interviews can sometimes lead to inconsistency. It’s harder to ensure that every candidate is asked the same questions, making it more difficult to compare them objectively.

Pick the Right Approach for You
Both structured and conversational interviews have their place in the hiring process, and the right choice often depends on the role you’re hiring for. Structured interviews excel when you’re looking for a highly consistent and objective way to compare candidates, particularly for roles requiring specific technical skills. On the other hand, conversational interviews shine when you’re more focused on cultural fit, creativity, and interpersonal dynamics.

Some hiring managers even use a combination of both methods, blending structure with flexibility to get the best of both worlds.

Ultimately, the decision is yours. By understanding the differences and benefits of these two interviewing styles, you can choose the one that best aligns with your hiring goals, ensuring you find the right person for the job.

*Disclaimer this article is not offering legal advice, it is simply considering an interesting topic.