When it comes to ways to conduct the phases of selection processes, there are several possibilities that can be used by recruiters, such as the unstructured interview. Unlike structured ones, in this type of conduct there is no previous script that guides the interviewer, which leaves the dialogue more open.
In this article, we will explain what the unstructured interview is, what its advantages and disadvantages are, as well as how and when to apply the method in your selection processes.
Keep reading and stay on top of the subject!
After all, what is an unstructured interview?
As the name implies, the unstructured interview does not require scripts previously prepared by the R&S team or by the managers of the areas that will be hiring.
In this type of conduct, the recruiter is free to elaborate the questions during the conversation. This means that, depending on the flow of the dialogue with the candidate, questions will arise and be asked organically.
In this interview category, it is necessary to have the feeling to realize what is the best time to ask a certain question. Wit must go beyond mere curiosities that did not add much to the assessment.
When to do it?
There are pros and cons to applying the unstructured interview at different stages of the selection process. Understand them below:
Before technical skills tests
If you and your team decide to apply it before you know what are the hard skills – that is, the technical skills – of the candidates, it is necessary to keep in mind that they will interview a much larger volume of people and a large part will not go through a lack of repertoire technician.
Therefore, if your main objective is to optimize the time of HR and professionals, choose to perform the unstructured interview after the technical selection.
After technical skills tests
Even with the small number of candidates, there is a chance that they will not be able to extract information that shows who would best adapt to the company’s culture and values.
As a result, candidates can be classified who do not fully meet the criteria for assertive hiring, which increases the chances of turnover.
Thus, it is worth reflecting on the difficulty in finding people with cultural fit and, if it is large, opt for the unstructured interview before the technical sieve.
In the last stage of the process
Here, all candidates with hard and soft skills needed to develop activities and deal with the company’s daily lives have already been selected and are in line with business expectations.
In the last phase of the interview, therefore, it is the details of behavior that will make the difference in the choice.
By applying, at this time, the unstructured interview, the recruiter and the manager can get to know the candidates in a looser context and without many ties. This provides access to the more personal side of the professional, that is, how he behaves in more informal situations.
With such behavioral details, it is possible to analyze from another angle who can do better within the company and offer differentials that position the business well in the market.
Advantages and disadvantages
As we saw in the previous topic, there are advantages and disadvantages of the unstructured interview. This means that recruiters and managers need to align whether it is a good strategy for selection processes and when it will be most appropriate.
Strengths
The main advantage of the unstructured interview is knowing the candidate in addition to the questions commonly asked in the selection processes. Knowing how he behaves in more relaxed environments, the recruiter will have access to:
- non-professional experiences that are relevant to the candidate’s personality;
- how the candidate behaves in an informal conversation;
- values that he carries and brings in his speech without many bonds, which are created when we are in more controlled situations;
- spontaneous placements that will show more your way of being and the way you face everyday situations.
Thus, the company increases the chances of hiring a person who really has cultural fit and who will adapt very well to the values of your business.
Negative points
Despite bringing recruiters other perspectives, the unstructured interview also has disadvantages, especially when it is misapplied. Some of them are:
- recruiter may forget to ask questions that are relevant to decision making;
- as each interview will have different questions, there will be no standard for comparing the candidates’ performance and certifying who did the best;
- the conversation between interviewer and candidate may lose focus on hiring the professional and take uninteresting directions;
- The recruiter may not know what to ask, as he does not have a script to guide him.
It is noted, therefore, that the unstructured interview has its positive and negative points. To be applied, despite its non-structure, it takes planning and a lot of study, to understand when the method can be constructive for the selection process.
How to do unstructured interview
Although the unstructured interview values the free flow of conversation, we have separated some points that you should pay attention to and take into account in the chats with the candidates.
Address topics relevant to the ideal choice
Even though the interview has a more free and organic format, it is very important to address issues that are relevant when choosing the ideal candidate for the company.
Remember that it is necessary to collect information that allows you to put on the scale which candidate has the best fit with the vacancy. For this, you will need to know some specific information, such as experiences, how to deal with some situations and behavioral traits.
Make the most of the unstructured interview, as this is when the candidate will feel most comfortable and you will be able to really see the characteristics that are predominant.
Ask open-ended questions that require development of ideas
If the recruiter asks questions whose possible answers are just “yes” or “no”, the conversation will not flow and there will not be enough material to evaluate candidates.
Ask questions that encourage the person to speak and develop a thought. building relevant ideas for your assessment.
Since the questions are not thought out in advance, it is necessary to have a game of the waist to elaborate pertinent and effective questions.
Set limits on ramblings
In this format, more than in structured interviews, it is necessary to be aware and know the limit so that, from recruitment and selection, the unstructured interview does not become an ineffective conversation.
It is essential that, in addition to the wit to ask the right question at the right time, the recruiter knows how to make the conversation productive.
What not to do
Now that you know what to do to optimize the results of the unstructured interview, we have separated some tips of what not to do in this scenario. By avoiding attitudes like these, you will be able to enjoy the interview more and stay focused on what really matters.
Don’t run too far from professional topics
As the conversation will flow more loosely, it is natural that the most varied subjects arise – even more if there is a meeting of points of interest between recruiter and candidate.
That is why it is important that, although not structured, the conversations do not leave much of the professional themes that are important for the selection of this or that candidate.
Otherwise, you will have an incredible chat, but you will not be able to argue either for or against the candidate in question.
Don’t be invasive
One risk that the recruiter takes is to be invasive in his questions and statements. It is important to always keep in mind that all information must respect the candidate’s ability to act or not in the company.
Even though soft skills are a very relevant part in choosing the ideal candidate, in the unstructured interview the risk of extrapolating this measure is increased. Thus, caution and tight play are essential.
Don’t run it without planning
As we have already pointed out, at each stage of the selection process, the unstructured interview will bring a different result. Therefore, it is extremely important that it is planned.
Always remember that the selection process, regardless of its format, is part of the business’s strategic plan. After all, for everything to work within the desired standards, it is necessary for the company to have trained people who are consistent with the organization’s values.
Now that you know more about the unstructured interview, its pros and cons and what are the ways to apply it, deepen your knowledge in HR data analysis.
