Introduction
The interview process is important in any hiring organization because it helps the organization identify the most suitable candidates for the job. The organization has to consider several factors before settling on either a structured or unstructured interview process. The questions asked in both kinds of interviews differ in several ways.
Interviews are important since they are used by organizations to select competent candidates. Through interviews, one is able to assess and analyze the candidate’s nature and abilities. Interviews act as bridges between potential candidates and the interviewer. They help the employer learn analyze candidates’ communication skills, general knowledge, ability and skills. Therefore, interviews determine whether a candidate is competent or not.
Factors determining the type of interview
There are several factors to consider when choosing between the unstructured and structured interview. First, the skill level of the interviewer is important. Unstructured interviews require high levels of skill hence; the interviewer must be experienced and well trained to conduct such an interview. A structured interview is used when the interviewer is not experienced.
The objectives of the interview also determine the type of interview to use. For instance, if the interview is strictly meant to identify a competent individual, the structured interview is appropriate. If the interview is meant to assess the personality of each candidate, the unstructured interview is appropriate because it covers many aspects of personality.
During the unstructured interview, the interviewer asks job related questions as well as those related to the candidates general environment to assess their personality and competence. In structured interviews, the questions are strictly job related to determine the competence of the individual.
When interviewing for a subordinate position, the best method to use is the unstructured interview. This is because it helps bring out the personality of the candidate along with their competence for the job. If I were the one sitting for the interview, I would still prefer the unstructured interview. This is because unstructured interviews not only bring out your competence for the job but also the extra good will you can bring to the organization through your personality.
Conclusion
Therefore, interviews are important in employee selection. The type of interview must be decided upon based on various factors that the organization wishes to achieve. Structured and unstructured interviews have different approaches and are conducted differently. However, the unstructured interview is the most appropriate for both junior and senior positions in organizations because it identifies personality and competence.
References
Cascio, W. F., & Aguins, H. (2005). Applied Psychology in human resource management (6th ed.). Upper Saddle River, NJ: Pearson Prentice Hall.
Edwards, J., Scott, J. C., & Raju, N. S. (2003). The human resources program-evaluation handbook. Thousand Oaks, CA: Sage Publications.
