Interviews play an important role in both research studies as well as the hiring process, allowing us to extract in-depth information from our candidates or respondents. Between the various interview types, the structured interview and semi-structured interview approaches are among the most popular. These methods vary greatly in design, implementation, flexibility, and use.

This article addresses 10 questions you need to know about structured and semi-structured interviews in order to better understand the differences between them, and help determine which method is best for your needs.

What is a Structured Interview?

A structured interview is a common method with a standardized way of interviewing where the interviewer asks one set of questions in prescribed order. The same questions are asked of each respondent, making comparisons easier and maintaining consistency. Such kind of interviewing is commonly implemented in job hiring processes, market research, and academic studies.

Structural Interview Key Features:

The interviewer has a list of questions pre-written out and there is no flexibility.

• Standardize process: All candidates or respondents are given the same questions in the same order.
• They are quantitative: Responses are often scored or rated for a more objective comparison.
• Quick: As answers are direct, response takes a shorter time than unstructured interviews.
• Less open to bias: Individual biases are limited as different respondents are treated equally.

Structured Interview Questions:

“How would you rate your ability to work under pressure on a scale of 1 to 10?”

Structured interviews are commonly used in job interviews, and research studies in which measurement and comparison of data are required.

Semi-Structured Interview Explained

A semi formed interview is halfway between a conventional and open-ended interview. Unlike the data that an interviewee can bring to a screening test, the interviewer has a questionnaire, but, there are follow-up questions based on the interviewee’s responses.

Main Characteristics of a Semi-Structured Interview:

• Mix of closed and open-ended questions: This gives the interviewee a chance to expand on their response.
• Open-ended: Responses may be descriptive instead of numerical.
• This raises extensive conversation if needed; this format helps in finding in-depth details.
• More conversational: The interview comes across as less robotic and more conversational.

Example of Semi-Structure Interview Questions:

“Tell me about a time you had to manage a situation at work under pressure. What strategies did you use?”

This format is commonly used for qualitative research, in journalism, and during hiring processes to obtain greater insights.

How is Questioning Style Different Between Structured and Semi-Structured Interviews?

The key disconnect between these two interview types is in the way the asking is done:

Structured Interviews:

• The questions are predetermined and have to be asked word-for-word.
• They may be of the yes/no variety or feature multiple-choice or rating scales.
• For example, “Are you familiar with any project management software? Yes or No?”

Semi-Structured Interviews:

• They are intended as a guide, and the interviewer can adjust depending on the discussion.
• Open-ended questions allow for a story, or discussion.
• In the example question, “What experience do you have with project management software? Which tools have you used, and what assistance they provided you?

Pros and Cons of Structured Interviews

Pros:

Easier to compare answers – Because everyone is asked the same questions, it’s easier to review and compare responses.

• Time-saving – Much shorter & quicker than other types of interview.
• Reduces bias — A standardized format ensures that all candidates are treated equally.
• Trustworthy for bulk hiring – Also, utilized for bulk hiring by companies.

Cons:

• Shallow – Very little space to be able to delve into answers.
• Can be impersonal – Candidates might feel as though they are merely being treated like numbers, not individuals.
• Not agile – Interviewers can’t modify questions based on a candidate’s answer.

Pros and Cons of Semi-Structured Interviews

Pros:

• Fluid and flexible – Enables interviewers to pivot according to answers.
• Promotes in-depth answers – Candidates can expand on their views.
• Builds rapport — The conversational style puts delegates at ease during the interview.
• Provides in-depth coverage of a subject — Good for research and investigative journalism.

Cons:

• Time-consuming – More discussions will lead to longer interviews.
• More challenging to compare responses – As questions may change, data analysis takes on higher difficulty
• Risk of bias – Interviewers could introduce bias into responses by varying their turns of phrase.

When Should You Use a Structured Interview?

A structured interview works best when:

• You are recruiting for positions with sufficient requirements (e.g. technical roles).
• Use objective, quantifiable data.
• You are doing massive surveys.

For instance, an organization recruiting call center representatives can use structured interviews to maintain a level playing field of all the candidates by evaluating all of them against the same criteria.

When Should You Use a Semi- Structured Interview?

When to use semi-structured interviews:

• You want qualitative insights that will drill deep.
• You want to see candidates’ thought processes in action, and what they’ve done in terms of experience.
• It is a job with soft skills or creativity or leadership.
• You are using exploratory research.

A hiring manager might even appreciate a semi-structured interview if recruiting a creative marketing manager to learn more about how the candidate’s thought process works and the experiences he or she brings.

Which Interview Type is More Common in Research?

• Structured interviews are often preferred in quantitative studies and surveys that require statistical analysis.
• Semi-structured interviews are quite common in qualitative research because they constitute an exploration of complex ideas, emotions, and experiences.

Both the above constitute a model but examples would be national health survey using structured interviews and semi-structured interviews used in psychological studies investigating the patients’ coping mechanisms.

How Does Interviewer Training Differ?

Structured Interviews:

• But interviewers are trained to read the material verbatim.
• Training is all about consistency and neutrality.
• No minimal interpretation is needed.

Semi-Structured Interviews:

• The lesson for interviewers is to strike an appropriate balance between structure and flexibility.
• They must acquire listening and probing skills.
• Analysis and interpretation skills will be most important.
• Semi-structured interviews are often conducted by seasoned professionals as the skill level is greater.

Can You Combine Both Interview Types?

Yes! Many hiring managers and researchers take a hybrid approach, using structured and semi-structured components.

For example:

A recruiter can start with structured questions to gauge technical skills but later move to semi-structured questions for behavioral scalp reporting.

For example, a researcher could collect demographic data using structured questions and use semi-structured questions to ask respondents about their opinions.

This mixed method enables interposition and nuanced in interviews.

Which Interview Type Should You Use?

When you need standardization, efficiency and objective comparison, use a structured interview. For an in-depth views, flexibility, a natural conversation, then a semi-structured interview is an appropriate option. When you want consistency and depth use a mixed approach. By knowing these differences, you will be able to make the right choice from interview for hiring, research and data collection. Join Advanced Interviewing Techniques for HR Managers Course offered at London Premier Hub for Training and Development to know about different types of interview types.