Conducting an interview is an essential part of recruitment: it’s vital to assess the candidate correctly to exclude the risk of a bad hire in the future. There are many types of interviews. In this article, we will elaborate on a semi-structured interview.
So, what is a semi-structured interview? It’s a type of interview in which the interviewer doesn’t stick to a rigid plan. Instead of asking all the questions, the interviewer prefers open or general questions to let the conversation evolve independently.
To carry out a semi-structured interview successfully, an HR specialist needs to know the basics or how it works. In general, the process is pretty much the same as a traditional interview. The major difference is noticed at two stages that involve creating and asking questions.
So, here are the basic steps:
To get a better understanding, let’s consider an example. You are asking an interviewee, “What played a major role in your success in the previous occupation?” When answering, the interviewee briefly mentions a key technique – for instance, SPIN selling for a sales representative. You can elaborate and ask why the method is useful in assessing the candidate’s practical experience.
Why do recruiters choose this type of interview? Some of the benefits they gain include:
Two-way communication lies at the core of the semi-structured interview, and it fosters discussion. It contributes to a comprehensive discussion of one or several topics.
Since an interviewee can also ask questions, you can unintentionally learn more about his true knowledge and experience. In such a situation, the rehearsed replies don’t work, which is a considerable advantage over standardized tests.
Since the interview looks like a mere conversation between two people, an interviewee is likely to feel more comfortable. The lack of interrogation makes the atmosphere more pleasant for a person to relax and show his true colors.
Such circumstances always reduce stress. Thus, a candidate will show himself as he is: he won’t stumble and mumble because of pressure.
The requirements for a semi-structured interview can be divided into two groups:
The person who carries the interview out is responsible for its success. Their duty is to ensure a thorough assessment of the candidate. That’s why the key element is the recruiter’s expertise. Only a person with an extensive background and good people skills can identify whether the candidate is a fit or not during two-way communication.
The recruiter’s ultimate challenge is not to get carried away. They must always keep in mind the final purpose: evaluation of the interviewee. That’s why you need to keep the conversation flowing in the right direction.
Beginners will find this type of interview much more complicated compared to a structured one. In order for you to make a comprehensive analysis and collect as much information as possible, we advise preparing a list of precise questions. Although not all of them may be answered, it will serve as a blueprint for a discussion.
When preparing for an interview, it’s advisable to tailor the questions to every candidate. That’s why a company needs to store applicant’s data for HRs to instantly access it. If you are looking for such a solution, visit Lanteria’s website to learn more.
The main problem for an interviewee is that they don’t know what semi-structured interview questions will arise. The conversation may evolve unpredictably. To be prepared, a candidate must do his homework and study:
If you want to prepare properly, you can imitate an interview with a mentor or friend. Such a practice helps to master the answers and hone the learned information.
Last but not least – what is so special about the semi-structured interview, and how does it differ from the structured and unstructured ones? To begin with, let’s clarify what the latter two mean.
The name speaks for itself – an interview goes according to a pre-determined structure. It implies:
This comes with perks. Although creativity doesn’t fit into the context, it’s compensated by easy assessment and evaluation. A recruiter can compare answers quickly because the same questions go in the same order. Therefore, the decision-making process is more comprehensive and fair.
However, this type of interview requires significant effort at the preparation stage. To work out a successful plan and the right set of questions, you should:
By the way, testing is essential every time new questions are introduced.
An unstructured interview is the complete opposite of a structured one. If we are to look for an example, let’s turn to leadership styles. This one is like a laissez-faire leadership style – there are no rules to follow.
Spontaneous is a good way to describe an unstructured interview. There are no questions prepared in advance. Instead, it’s the manifestation of improvisation. The interview looks like a conversation between two people that are discussing a particular topic.
The advantages of this interview type are obvious:
However, there are disadvantages, as well. For example, a comparative analysis is a real problem in this case. Moreover, a beginner-recruiter risks forgetting something and get carried away.
Since a semi-structured interview combines both types mentioned above, it encompasses all the advantages. A recruiter can draft a general plan yet maintain a casual, stress-free atmosphere due to its conversational nature.
Which one to choose is up to you. However, the final decision should be taken according to your needs. Otherwise, you risk undermining all the efforts.
Whichever method of interview you choose, it can take significant time to draft a plan and assess the candidate. By freeing up mundane tasks with Lanteria HR, you can devote more time to in-depth recruitment practices. Try out a demo today and see for yourself how our innovative software can make your life easier!
