A structured interview is a systematic data collection technique where questions are asked in a predetermined order. It’s one of four main interview types used in research.
Typically, structured interviews are quantitative, though they can be qualitative if open-ended questions are used. This method is not limited to job interviews and the hiring process; it’s widely used in marketing, social sciences, survey research, and other fields.
This approach balances standardization with the ability to gather detailed information, making it a versatile tool to reduce bias in various research contexts.
What is a Structured Interview?
A structured interview is a systematic method of gathering information from respondents using a predetermined set of questions asked in a specific order. This format is designed to maintain consistency across all interviews for a particular study or purpose.
Key features of structured interviews include:
- Standardized questions: All interviewees are asked the same questions in order.
- Fixed response options: Often include closed-ended questions with predetermined answer choices.
- Consistent delivery: Interviewers are trained to ask questions in the same manner for all respondents.
- Limited flexibility: There’s little room for deviation from the script or follow-up questions.
- Quantifiable data: Responses are easily coded and analyzed statistically.
- Time-efficient: Generally quicker to conduct and analyze compared to other interview types.
- Reduced interviewer bias: The structured format minimizes the interviewer’s influence on responses.
Structured interviews are particularly useful when comparing responses across many participants or when quantitative data analysis is required. However, they may lack the depth and flexibility of other interview formats, potentially missing nuanced information or unexpected insights.
When to Use a Structured Interview
Structured interviews are particularly beneficial when:
- Hiring for multiple positions with the same requirements
- Comparing candidates objectively for a role
- Ensuring fair and consistent evaluation of all applicants
- Gathering targeted information to assess key competencies
The structured format provides a clear framework that allows interviewers to effectively gather specific, job-relevant information to assess a candidate’s qualifications. By asking predetermined questions in the same order, the process becomes more standardized and objective.
This approach is useful when the hiring team understands the role and the necessary competencies. With a solid baseline of knowledge, they can develop targeted, structured interview questions that will elicit the most relevant responses from candidates.
Additionally, structured interviews can be advantageous when time or resources are limited. The systematic format streamlines the interview process and facilitates more efficient data analysis, enabling quicker decision-making. This is particularly helpful when environmental factors need to be held constant across all applicants.
Differences between different types of interviews
Interviews are a widely used qualitative research method that allows researchers to gather in-depth information from participants. They are versatile tools that can be adapted to various research needs and contexts. The types of interviews differ in structure, flexibility, and the nature of the data they typically collect.
| Characteristic | Structured interview | Semi-structured interview | Unstructured interview | Focus group |
| Fixed questions | Yes | Partially | No | Partially |
| Fixed order of questions | Yes | Partially | No | No |
| Fixed number of questions | Yes | Partially | No | No |
| Option to ask additional questions | No | Yes | Yes | Yes |
Advantages and Disadvantages of Structured Interviews
Here are the main advantages and disadvantages of structured interviews:
| Advantages | Disadvantages |
| Consistency across interviews | Limited flexibility to explore new topics |
| Efficient to conduct and analyze | May miss depth in responses |
| Easy quantification of data | Can feel impersonal or rigid |
| Reduced interviewer bias | May not capture unexpected insights |
| High replicability | Potential for response bias due to fixed options |
| Suitable for large sample sizes | Less effective for complex or sensitive topics |
| Clear and straightforward for interviewees | May not adapt well to individual experiences |
| Simple to train interviewers | Can be less engaging for participants |
| Good time management | May oversimplify complex issues |
| Enhanced comparability across studies | Limited ability to clarify misunderstandings |
Structured Interview Questions
Structured interview questions are carefully designed to gather specific information consistently across all respondents. These questions are typically:
- Predetermined: Prepared in advance and asked all interviewees in the same order.
- Standardized: Worded identically for each participant to ensure uniformity.
- Often closed-ended: Many structured interview questions have limited response options.
Types of Structured Interview Questions
Here are some common types of structured interview questions:
- Closed-ended questions:
- Yes/No questions
- Multiple choice questions
- Likert scale questions (e.g., rate on a scale of 1-5)
- Short answer questions: Require brief, specific responses.
- Ranking questions: Ask respondents to order items or options.
- Rating questions: Request evaluation on a numeric or descriptive scale.
- Quantitative questions: Seek numerical data or frequencies.
Examples of Structured Interview Questions
- On a scale of 1 to 5, how satisfied are you with our customer service?
- How often do you use our product? (Daily/Weekly/Monthly/Rarely/Never)
- Have you experienced any technical issues with the software? (Yes/No)
- Which of the following features do you find most useful? (List options)
- How many times have you contacted customer support in the past month?
While structured interviews can include open-ended questions, these are typically limited and designed to elicit concise responses. The key is that all questions are asked similarly to all participants, ensuring consistency and comparability of responses across the entire sample.
How to Conduct a Structured Interview
Structured interviews are widely used in various fields, including market research, social sciences, and human resources. Here’s how to conduct structured interviews effectively:
Step 1: Set your goals and objectives
Begin by clearly defining what you aim to achieve with the interviews. Identify the specific information you need to gather and how it aligns with your research or organizational goals. This step is crucial as it guides the entire interview process and ensures your questions are purposeful and relevant.
Step 2: Design your questions
Develop a set of questions that directly address your goals. In structured interviews, these questions should be:
- Clear and unambiguous
- Focused on one topic per question
- Ordered logically
- Primarily closed-ended for ease of analysis
Ensure the questions are neutral and avoid leading the respondent to particular answers.
Step 3: Assemble your participants
Identify and recruit participants who match your target demographic or criteria. Consider factors such as sample size, diversity, and representation to ensure your results are meaningful and applicable to your research objectives.
Step 4: Decide on your medium
Choose how you’ll conduct the interviews. Options include:
- In-person interviews
- Phone interviews
- Video calls
- Written questionnaires
Your choice should consider factors like geographical limitations, resource availability, and the nature of your questions.
Step 5: Conduct your interviews
When conducting the interviews:
- Follow the predetermined script exactly
- Ask questions in the same order for all participants
- Maintain a neutral tone and avoid influencing responses
- Record answers accurately and consistently
- Adhere to ethical guidelines, including obtaining informed consent and ensuring confidentiality
How to Analyze Structured Interview Results
- Review and score responses: Assess each candidate’s answers against established scoring criteria or rubrics. This provides quantifiable data.
- Compare across candidates: Look for patterns, strengths, and weaknesses across all applicant responses to identify the best fit.
- Integrate with other assessments: Combine structured interview results with other hiring data, such as resumes, skills tests, and reference checks.
Presenting Your Results
When communicating structured interview findings, be prepared to:
- Summarize key insights and overall candidate rankings
- Provide specific examples that demonstrate how candidates performed
- Explain how the structured process ensured fair and objective evaluation
- Make a clear, data-driven recommendation for the top candidate(s)
Example of interview methodology for a research paper
Interview Methodology
To better understand the experiences and perspectives of small business owners during the COVID-19 pandemic, we conducted a series of in-depth, semi-structured interviews. This qualitative approach allowed us to gather rich, contextual data about the unique challenges faced by entrepreneurs during this unprecedented time.
Participant Selection
We utilized purposive sampling to identify small business owners who met the following criteria:
- Operated a for-profit small business (fewer than 50 employees)
- Located within the tri-state area
- In business for a minimum of 3 years before the pandemic
We recruited 18 small business owners to participate in the study using a combination of outreach through local business associations and referrals from previous participants.
Interview Protocol
Each interview followed a standardized protocol consisting of open-ended questions covering the following topics:
- Overview of the business – industry, years in operation, number of employees
- Impact of the COVID-19 pandemic on business operations and revenue
- Strategies employed to adapt and respond to pandemic-related challenges
- Access to and utilization of government assistance programs
- Outlook on the future of the business post-pandemic
Interviews were conducted in person or via video conference, based on participant preference, and lasted 45-90 minutes. All sessions were audio recorded with the participant’s consent.
Data Analysis
Audio recordings were professionally transcribed and then analyzed using a thematic analysis approach. The research team reviewed the transcripts multiple times to identify recurring themes, patterns, and insights. A coding framework was developed collaboratively, and transcripts were coded accordingly using qualitative data analysis software. To ensure the trustworthiness of the findings, we employed several validation techniques, including respondent validation, investigator triangulation, and an audit trail. This allowed us to thoroughly explore the nuanced experiences of small business owners during the COVID-19 crisis.
Frequently asked questions about structured interviews
What is a structured and unstructured interview?
A structured interview follows a predetermined set of questions asked in the same order to all candidates. An unstructured interview is more conversational, with questions varying based on the flow of discussion.
What is a basic structure interview?
A basic structured interview consists of predetermined questions asked in a specific order. It typically includes behavioral and situational questions to assess candidates consistently.
What is the difference between structured and semi-structured interviews?
Structured interviews follow a rigid format with predetermined questions. Semi-structured interviews have some prepared questions but allow flexibility and follow-up queries based on responses.
What are the 4 main types of interviews?
The four main interview types are structured, unstructured, semi-structured, and group. Each type serves different purposes and has its advantages and disadvantages.
What is an interviewer effect?
The interviewer effect is how an interviewer’s characteristics or behavior can influence a respondent’s answers. It can lead to biased responses and affect the reliability of interview data.