A structured interview is a systematic approach to interviewing where the interviewer follows a predefined set of questions. This method is designed to gather consistent and comparable data across different candidates. Structured interviews are widely used in various fields such as human resources, research, and investigation.
Characteristics of Structured Interviews
- Predefined Questions: The interviewer asks questions from a pre-established list to ensure all subjects are covered uniformly.
- Controlled Format: The sequence and phrasing of questions are standardized to maintain uniformity.
- Consistency: Responses are recorded in a systematic manner, often using rating scales.
Types of Structured Interviews
Fully Structured Interview
A fully structured interview strictly adheres to the scripted set of questions with little to no deviation. This is commonly used in large-scale surveys and quantitative research.
Semi-Structured Interview
This allows for some flexibility where the interviewer can probe further based on the interviewee’s responses while still following a guide. It balances the rigidity of fully structured interviews with the depth of unstructured ones.
Advantages of Structured Interviews
- Standardization: By maintaining consistency, structured interviews ensure that all candidates are evaluated on the same criteria.
- Reliability: The use of standardized questions and a controlled format increases the reliability and comparability of data.
- Reduction of Bias: This format minimizes interviewer bias as it reduces subjective judgment in question selection and interpretation.
Example of a Structured Interview Process
- Preparation: Develop a comprehensive list of questions related to the job role.
- Implementation: Conduct the interview with a focus on adherence to the question script.
- Evaluation: Utilize a standardized scoring system to assess candidate responses.
Historical Context
Structured interviews have evolved significantly, originating in psychological research aiming to collect reliable data. Over time, their application has expanded to various professional fields, notably in recruitment and market research.
Applicability
Structured interviews are particularly effective in scenarios requiring:
- Comparability across individuals (e.g., job interviews).
- Standardized data collection (e.g., academic research).
- Objective assessment criteria (e.g., competency evaluations).
Comparisons and Related Terms
- Unstructured Interview: These interviews have minimal structure, allowing open-ended responses and conversation flow.
- Behavioral Interview: Focuses on past behavior as an indicator of future performance, often utilizing structured or semi-structured formats.
- Panel Interview: Involves multiple interviewers who may use structured techniques to ensure comprehensive assessment.
FAQs
What is the main purpose of a structured interview?
How do structured interviews reduce bias?
Can structured interviews be used in qualitative research?
References
- Kvale, S., & Brinkmann, S. (2009). InterViews: Learning the Craft of Qualitative Research Interviewing. Sage Publications.
- Campion, M. A., Palmer, D. K., & Campion, J. E. (1997). A Review of Structure in Selection Interviews: Research-based Guidelines for Practitioners. American Psychological Association.
Summary
Structured interviews represent a critical methodology in controlled data collection across various professional fields. Their standardized approach ensures consistency, reliability, and objectivity, making them invaluable in contexts that demand comparable and unbiased information. By understanding and implementing the principles of structured interviews, practitioners can enhance the efficacy and fairness of their evaluation processes.
