What's the difference between an unstructured interview and a structured interview?

Structured interview has the characteristics of fixed test questions, rigorous procedures and uniform grading.

The interview method of unstructured interview is simple and flexible, regardless of occasion, time and content.

2. Disadvantages:

Unstructured interviews are poorly structured, lack of consistent judgment standards, easy to go out of shape, difficult to quantify, and sometimes divert goals.

The disadvantages of structured interview are that the way of conversation is too stylized, it is difficult to improvise and the range of information collected is limited.

3. Interview type:

Structured interview refers to the combination and analysis of interview contents, forms, procedures, scoring standards and results according to unified standards and requirements.

Unstructured interviews are also called "random interviews". The questions you ask don't need to follow the pre-arranged rules and frameworks. The examiner can discuss various topics with the candidates at will, or ask different questions with the interviewer according to+.

Extended data

Questions for structured interviews:

1, the interviewer's evaluation criteria are not uniform:

In the interview process, the interviewer has different understanding of the evaluation criteria due to reasons such as position, life experience and personality, which is subjective. Fair evaluation of college graduates in interviews has become an important factor in enterprise recruitment. However, because the interviewer's understanding of the evaluation criteria is also fluctuating, there are different understandings and understandings between each question and the interviewer. The lack of stability of the scoring standard affects the reliability and fairness of the overall scoring results.

2. The interviewer's structure is unreasonable:

The composition of the interviewer should be composed of personnel from the human resources department and the employing department. When necessary, relevant experts and consultants are required to participate. With the participation of all the staff, the examiner can work together and cooperate with each other, which can reflect the professionalism of the examiner. When enterprises interview graduates,

Examiners are basically members of the human resources department of enterprises, and quite a few interviewers are often not sure about their professional knowledge. Graduates have just left school, and their general theoretical knowledge is very strong and their practical ability is relatively weak. If interviewers are only composed of human resources departments, they will often attract people with strong theoretical ability but poor working ability during the interview process, which will bring negative effects to enterprises.

3. The interview process is stylized and lacks flexibility.

During the interview, because the questions are designed in advance and the time is limited, the interviewer talks more about the set questions, so the strict interview process will inevitably be more mechanical and unnatural. It is almost impossible to understand the thoughts and inner activities of graduate interviewers. When the interviewer asks questions to the graduate interviewer, he doesn't consider the actual situation of the graduate. The problem is simple and intuitive, lacking the necessary design and may even be beyond their ability.

College graduates have just left school. They are a group full of vigor and vitality. They are full of hope for the future and have a strong sense of responsibility for their work. A sudden problem may make the enterprise lose an excellent talent in vain, thus bringing losses.

Baidu encyclopedia-unstructured interview

Baidu encyclopedia-structured interview