Interview Structures and Styles

Structured, semi-structured and free-form interviews

The interview is the primary technique for gathering subjective information about an applicant's life events, beliefs and values.

Within organizations, the style of structuring defines the accuracy of the process.

The structured interview is based on a rigid format with predetermined questions and closed-ended response options that allow for rapid quantification.

This model ensures that all candidates are evaluated under the same parameters, complying with the legal requirements of equality.

In contrast, the free-form or unstructured interview lacks a fixed script, allowing the conversation to flow spontaneously to generate an atmosphere of greater trust, although it runs the risk of omitting vital technical data or relying excessively on the evaluator's memory.

The semi-structured model represents an ideal balance, combining obligatory questions on biographical or employment data with open spaces to delve into specific aspects that arise during the dialogue.

Historically, authors such as Douglas McGregor suggested that the way the encounter is structured reflects management's view of human nature at work.

Group, individual and panel interviews

Depending on the number of participants, the individual interview offers direct contact that facilitates intimacy and the gathering of in-depth personal data.

In contrast, the group interview allows the simultaneous evaluation of several candidates, observing their social interaction and ability to work in a team.

The panel interview is a modality where a group of experts, which may include managers and psychologists, questions a single applicant.

Although it is usually the most intimidating for the candidate, it is one of the most informative techniques, as it crosses perspectives from different areas of the company.

In these panels, the psychologist often sets the final tone, analyzing behaviors that technical experts might miss.

New trends: video-interviews and milions

The digital era has introduced innovative styles such as video interviews, which optimize time and reduce operating costs by allowing remote evaluations.

On the other hand, "new generation" interviews or milions break with traditional orthodoxy by asking seemingly trivial or absurd questions on topics outside the job to observe creativity and speed of response outside the applicant's comfort zone.

These trends seek to identify critical soft skills in highly uncertain environments, moving away from conventional technical questioning to uncover an individual's real ingenuity.

Summary

The interview is the essential technique for obtaining subjective information about the applicant's experiences, beliefs and values. The style defines the precision: the structured interview uses rigid and closed questions to guarantee legal equality, while the free interview is spontaneous but less technical.

Regarding the participants, the individual interview facilitates personal intimacy, while the group interview allows observing social interaction. The panel of experts provides diverse perspectives, although the psychologist usually dictates the final guideline by analyzing subtle technical behaviors.

The digital era has introduced video interviewing to optimize costs and "milion" interviews to assess creativity through absurd questions. These trends seek to identify soft skills in uncertain environments, moving away from conventional questioning to uncover real ingenuity.