{"id":20219,"date":"2020-10-13T13:53:25","date_gmt":"2020-10-13T18:53:25","guid":{"rendered":"https:\/\/resumespice.com\/?p=20219"},"modified":"2026-01-24T20:23:29","modified_gmt":"2026-01-25T01:23:29","slug":"unstructured-interview","status":"publish","type":"post","link":"https:\/\/resumespice.com\/unstructured-interview\/","title":{"rendered":"Why You Shouldn’t Rely On The Unstructured Interview"},"content":{"rendered":"

Hiring mistakes are costly. In fact, one survey found that companies lost $14,900<\/a> on every bad hire in 2017.\u00a0<\/span><\/p>\r\n

Unfortunately, mishires are all too common with<\/span> 74% of employers<\/span><\/a> saying they've hired the wrong person for a position.\u00a0<\/span><\/p>\r\n

These numbers suggest that <\/span>steps in the hiring process are flawed. The interview is a top suspect since companies normally lean heavily on interviews to choose a candidate. According to <\/span>Murray Resources<\/span><\/a>, <\/span>90% of survey respondents ranked the interview as the first or second most important factor in the hiring decision.\u00a0<\/b><\/p>\r\n

\"interview<\/p>\r\n

But unstructured interviews — interviews that have no set list of predetermined questions — are limited in their ability to produce qualified hires. <\/span>Research suggests<\/span><\/a> that standard, unstructured interviews are one of the worst ways to successfully select the right person for a job.\u00a0<\/span><\/p>\r\n

Here are three problems with relying too much on unstructured interviews and what you can do instead.\u00a0<\/span><\/p>\r\n

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Interview Issue #1: Interviewer Bias<\/b><\/h2>\r\n

Interviewer bias is a common problem with traditional interviews. In fact, <\/span>42% of recruiters<\/span><\/a> cite interviewer bias as a challenge. Interviewer bias means that our own conscious or unconscious biases skew our judgment of a candidate and their potential fit for a role.<\/span><\/p>\r\n

There are different types of interview bias. For example, <\/span>similarity bias<\/b> is when the interviewer likes the interviewee because the person is similar in appearance, interests, background, etc. <\/span>Confirmation bias<\/b> is when an interviewer makes a quick decision about an interviewee and confirms that belief throughout the interview, even if it\u2019s inaccurate. <\/span>Intuition bias<\/b> is when the interviewer trusts their \u201cgut feeling\u201d about an interviewee, instead of the candidate's skills and experience.\u00a0<\/span><\/p>\r\n

The list goes on, but the damage of interviewer bias is clear. <\/span>Interviewer bias isn\u2019t only harmful to hiring decisions – it also makes it harder to generate a more inclusive workforce. Considering that a <\/span>diverse workforce<\/span><\/a> performs better, interviewer bias is worth eliminating.\u00a0<\/span><\/p>\r\n

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Interview Issue #2: Top Candidates Aren\u2019t Always the Best Interviewers<\/b><\/h2>\r\n

A great job candidate doesn\u2019t necessarily equate to a great interviewer. Why? Great candidates with steady tenure don\u2019t interview often. As a result, they don\u2019t have as much practice sharpening their interview skills.\u00a0<\/span><\/p>\r\n

This lack of practice creates a distinct disadvantage for the candidate, especially if a hiring manager is relying on an unstructured interview to make the final hiring decision.\u00a0<\/span><\/p>\r\n

\"unstructured<\/p>\r\n

Photo by <\/span>Tim Gouw<\/span><\/a> from <\/span>Pexels<\/span><\/a><\/em><\/p>\r\n

33% of employers<\/span><\/a> say that they decide if they\u2019ll hire a job candidate within the first 90 seconds of an interview. The best candidates might then be overlooked thanks to unpolished interviewing skills.\u00a0<\/span><\/p>\r\n

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Interview Issue #3: Job Hoppers Have Extensive Interview Experience<\/b><\/h2>\r\n

Throughout the interview process, you\u2019ll likely meet job hoppers — employees who regularly change roles every year, unrelated to layoffs, market downturns, or any other factor outside their control.\u00a0<\/span><\/p>\r\n

These employees are skilled interviewers because they have the most practice. They are also easily able to answer tough questions with confidence. Confidence is one of the most admirable traits in a candidate, according to <\/span>42% of HR professionals<\/span><\/a>.<\/span><\/p>\r\n

Unfortunately, hiring a job hopper can be costly if the candidate repeats their pattern and leaves the company within a year or two. The cost of employee turnover can range from <\/span>16%-213% of the lost employee\u2019s salary<\/span><\/a>.\u00a0<\/span><\/p>\r\n

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Approach Interviewing Differently\u00a0<\/b><\/h2>\r\n

Interviews shouldn\u2019t be eliminated from the hiring process as they provide an excellent opportunity to build relationships and learn more about a candidate. Expectations for a role can also be set within an interview.\u00a0<\/span><\/p>\r\n

However, <\/span>unstructured<\/span><\/i> interviews are a problem. Here are ways to rethink the structure of an interview and how to better fit interviews within the recruiting process.\u00a0<\/span><\/p>\r\n

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Solution #1: Follow a predetermined interview scorecard<\/b><\/p>\r\n

A predetermined <\/span>interview scorecard<\/span><\/a> reduces the potential for bias within an interview. You can develop a baseline of standard interview questions for each skill related to the position, as well as a predetermined grading scale – the process is then fair and objective. All candidates are judged by the same scorecard and grading system.<\/span><\/p>\r\n

For example, say that your scorecard has questions to assess a candidate\u2019s leadership skills, culture skills, and technical skills. Each skill has a grading scale from \u201cLow\u201d to \u201cOutstanding\u201d that you can use to score the candidate. Companies like <\/span>Google<\/span><\/a> use this method as part of their hiring process.\u00a0<\/span><\/p>\r\n


\r\n\"interview<\/p>\r\n

[<\/span>Source<\/span><\/a>]<\/span><\/em><\/p>\r\n

Granted, it\u2019s challenging to create scorecards for positions over and over again. It\u2019s why many people don\u2019t adhere to structured interviews. They feel confident in their ability to judge people without guidance. But the truth is, objectivity is needed in the hiring process. Interview scorecards add in a layer of objectivity.\u00a0<\/span><\/p>\r\n

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Solution #2: <\/b>Conduct pre-employment assessments<\/b><\/a><\/p>\r\n

Pre-employment assessments evaluate candidates based on a consistent rating system. This method is proven to remove bias from the hiring process. It\u2019s also a time-efficient way to screen applicants.\u00a0<\/span><\/p>\r\n

Pre-employment assessments are also called job assessments or skill assessments. Employers use these tools to objectively assess job candidates before they make a hire. These assessments can be cognitive tests (verbal\/numerical reasoning), skills assessments (ex: Excel or typing tests), personality assessments (ex: <\/span>Myers-Briggs<\/span><\/a>), or job fit assessments (ex: <\/span>Birkman for sales<\/span><\/a>, <\/span>Predictive Index<\/span><\/a>).\u00a0<\/span><\/p>\r\n

Here\u2019s how the hiring process might work for a sales role, with assessments integrated:<\/b><\/p>\r\n

    \r\n\t
  1. Sales aptitude assessment (ex: Predictive Index or Birkman)<\/span><\/li>\r\n\t
  2. 20-minute phone screen with hiring manager<\/span><\/li>\r\n\t
  3. Personality assessments (ex: DISC)\u00a0<\/span><\/li>\r\n\t
  4. 60 minute, in-person interview<\/span><\/li>\r\n\t
  5. Sales presentation \/ Blind audition<\/span><\/li>\r\n<\/ol>\r\n

    In this example, steps #1 and #3 serve as objective assessments. Step #2 (the phone screen) helps eliminate some of the natural biases that come with face-to-face meetings.\u00a0<\/span><\/p>\r\n

    If a candidate successfully reaches step #4 (the in-person interview), they most likely have the skills and aptitude for the role. The impact of interviewer bias is thus reduced.\u00a0<\/span><\/p>\r\n

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    Solution #3: Host blind auditions.<\/b>\u00a0<\/span><\/p>\r\n

    Have you ever watched \u201cThe Voice?\u201d It\u2019s a singing competition where judges have their backs to the stage. A singer performs and judges select contestants based solely on their voice talent. This method is designed to remove bias. A <\/span>blind audition<\/span><\/a> works the same way in hiring. It reduces interview bias and reliance on traditional interviewing practices.\u00a0<\/span><\/p>\r\n

    Here\u2019s how it works: During a blind audition, you have an applicant complete a job-related task such as writing a case study or finishing a coding challenge. The applicant is then hired based on their merit and skill, rather than solely on an unstructured interview. This <\/span>hiring method<\/span><\/a> also helps generate a more diverse pool of candidates.<\/span><\/p>\r\n

     <\/p>\r\n

    Solution #4: Decide on an area of focus for each interviewer<\/b><\/p>\r\n

    Unfortunately, too many conversations after an interview go something like this:<\/span><\/p>\r\n

    Interviewer #1:<\/span> \u201cWhat did you think?\u201d<\/span><\/i><\/p>\r\n

    Interviewer #2:<\/span> \u201cI liked her. I think she could fit well here.\u201d<\/span><\/i><\/p>\r\n

    Interviewer #1:<\/span> \u201cI think so too. And her experience with XYZ company was great.\u201d<\/span><\/i><\/p>\r\n

    Interviewer #2:<\/span> \u201cLet\u2019s ask Barbara what she thought.\u201d<\/span><\/i><\/p>\r\n

    Despite this not being the most rigorous evaluation process, it\u2019s far too common.<\/span><\/p>\r\n

    Here\u2019s how to avoid a simple \u201cthumbs up or thumbs down\u201d hiring decision with the interview team: Give each interviewer a particular area to evaluate such as the interviewee\u2019s culture fit, technical skills, or managerial acumen. Base evaluation assignments on each interviewer\u2019s position within the company.\u00a0<\/span><\/p>\r\n

    For example, the HR manager might evaluate managerial skills or culture fit. The hiring manager could evaluate technical skills. By dividing responsibility, all areas of an open interview are evaluated more objectively.\u00a0<\/span><\/p>\r\n

     <\/p>\r\n

    Beyond the Unstructured Interview<\/b><\/h2>\r\n

    There are always mistakes involved in the recruiting and hiring process, but a poor interview system shouldn\u2019t dictate who you hire. You might overlook the most qualified candidates. Introduce a level of consistency and objectivity into your hiring process and step away from the unstructured interview – your chances of mishiring will go down significantly.\u00a0<\/span><\/p>","protected":false},"excerpt":{"rendered":"

    Hiring mistakes are costly. In fact, one survey found that companies lost $14,900 on every bad hire in 2017.\u00a0 Unfortunately, mishires are all too common with 74% of employers saying they’ve hired the wrong person for a position.\u00a0 These numbers suggest that steps in the hiring process are flawed. The interview is a top suspect…<\/p>\n","protected":false},"author":2207,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[15],"tags":[37,20,17,16],"class_list":["post-20219","post","type-post","status-publish","format-standard","hentry","category-interviewing","tag-best-interview-tips","tag-interviewing-best-practices","tag-interviewing-mistakes","tag-interviewing-tips"],"acf":[],"aioseo_notices":[],"aioseo_head":"\n\t\t\n\t\n\t\n\t\n\t\n\t\n\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t