Structured Interview : In a structured interview, the interviewer uses a preset standardized questions are put to all the interviewees. This interview is also called ‘guided’ or unpatterned interview. In an unstructured interview, also known as unguided’ or unpatterned interview. The interview is largely unplanned and the interview does most of the talking. Unguided interview is advantageous in as much as it leads to a friendly conversations between the interviewer and the interviewee and in the process, the latter reveals more of his or her desires and the problem. But the unpatterned interview lacks uniformity and, worse, this approach may overlook key areas of the applicant’s skills or background.
In practice, a blend of structured and unstructured questions is used by the interviewer while interviewing the job seekers. This approach is called the mixed interview. The structured questions provide a base of information that allows comparisons between candidates. But the unstructured questions make the interview more conventional and permits greater insights into the unique difference between applicants. Behaviour interviewing focuses on a problem or a hypothetical situation that the applicant is expected to solve. Often, these are hypothetical situations, and the applicant primarily reveals the applicants ability to solve the types of problem presented. Validity is more likely if the hypothetical situations match those found on the jobs. When the job involves much stress, stress interview attempts to learn how the ,applicant will respond to the pressure. This technique is more relevant in jobs involving stress, e.g. in the police force. Since stressful situation are usually only a part of the job, this technique should be used along with other approaches.
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