Clear differences between structured interview and unstucture interview?

Structured Interview:
1. In a structured interview, the questions are predetermined and standardized for all candidates.
2. The interviewer follows a set format and asks the same questions in the same order to all candidates.
3. The responses are scored based on predetermined criteria, making it easier to compare candidates objectively.
4. Structured interviews are more reliable and valid as they reduce bias and ensure consistency in the evaluation process.
5. They are commonly used in research studies and large organizations for hiring purposes.

Unstructured Interview:
1. In an unstructured interview, the questions are not predetermined and can vary from candidate to candidate.
2. The interviewer has more flexibility to ask follow-up questions and explore different topics based on the candidate's responses.
3. The evaluation of candidates is more subjective and can be influenced by the interviewer's personal biases and preferences.
4. Unstructured interviews are more informal and allow for a more conversational and relaxed atmosphere.
5. They are often used in smaller organizations or for positions where interpersonal skills and communication style are important.

Structured Interview

- Format: Predefined set of questions asked in a standardized order.
- Questions: Closed-ended, specific questions that elicit factual information.
- Response options: Limited, often multiple choice or yes/no answers.
- Interviewer role: Controls the interview, asking questions in a predetermined sequence.
- Evaluation: Objective scoring based on predetermined criteria.
- Purpose: Gather objective, comparable data across candidates.

Unstructured Interview

- Format: Flexible, conversational approach.
- Questions: Open-ended, tailored to the candidate's experience and qualifications.
- Response options: Unrestricted, allows candidates to provide detailed answers.
- Interviewer role: Facilitates the conversation, exploring relevant areas.
- Evaluation: Subjective assessment based on interviewer's impressions and interpretations.
- Purpose: Gain a holistic understanding of the candidate's skills, personality, and fit for the role.

Summary Table:

| Feature | Structured Interview | Unstructured Interview |
|---|---|---|
| Format | Standardized | Flexible |
| Questions | Closed-ended | Open-ended |
| Response options | Limited | Unrestricted |
| Interviewer role | Controls | Facilitates |
| Evaluation | Objective scoring | Subjective assessment |
| Purpose | Gather objective data | Gain holistic understanding |