Structured Interview

• In a structured interview, the interviewer asks a predetermined set of questions in a specific order.
• Context: A retail company needs to hire a customer service representative. They use a structured
interview to ensure all candidates are evaluated on the same criteria.

• Process: The interview panel prepares a list of questions related to key competencies such as problem-
solving, communication skills, and customer focus. Each candidate is asked the same questions in the
same order.

• Example Question: "Describe a time when you had to handle a difficult customer complaint. What steps
did you take to resolve the issue?"

• Outcome: The structured format ensures all candidates are assessed equally, making it easier to
compare their responses. Candidate A might describe a situation where they successfully de-escalated a
tense situation and retained the customer, providing a clear demonstration of their problem-solving
skills.
Unstructured Interview
• An unstructured interview is more conversational and flexible, with questions evolving based on the candidate's responses.
• Case Study: Hiring a Creative Director

• Context: A marketing agency is looking for a new creative director. They opt for an unstructured interview to gauge the candidate's
creativity and fit with the company culture.

• Process: The interview is more conversational, with questions evolving based on the candidate's responses. The interviewer might
start with broad questions about the candidate’s experience and then delve deeper into specific projects or ideas mentioned by the
candidate.

• Example Conversation:

• Interviewer: "Can you tell me about a campaign you're particularly proud of?"
• Candidate: "Sure, I recently led a campaign for a major beverage brand that went viral."
• Interviewer: "That's impressive! What do you think made it so successful?"
• Outcome: The unstructured format allows the interviewer to explore the candidate's thought process, creativity, and adaptability. The
candidate's ability to discuss their campaign in detail and explain the reasons behind its success demonstrates their expertise and
innovation.
 Behavioral Interview
• A panel interview involves multiple interviewers interviewing a single candidate simultaneously.
• Behavioral interviews focus on past experiences and how the candidate handled specific situations.
• Case Study: Hiring a Project Manager

• Context: A software development company needs a project manager. They use a behavioral interview to understand
how candidates have handled previous work challenges.

• Process: Candidates are asked to provide specific examples of past behavior that illustrate their skills and experience.
The STAR method (Situation, Task, Action, Result) is often used.

• Example Question: "Can you give an example of a project where you had to manage a tight deadline? How did you
ensure it was completed on time?"

• Outcome: The behavioral interview reveals the candidate's real-life experiences and how they've managed similar
situations. Candidate B might describe a complex project where they implemented agile methodologies to meet the
deadline, showcasing their project management skills and ability to work under pressure.
 Panel Interview
• A panel interview involves multiple interviewers interviewing a single candidate simultaneously.
• Case Study: Hiring a University Professor

• Context: A university is hiring a new professor for the computer science department. They conduct a panel interview with
faculty members from different specializations.

• Process: The panel includes professors from computer science, mathematics, and education. Each panel member asks
questions related to their expertise, covering teaching philosophy, research experience, and subject matter knowledge.

• Example Question from Panelist 1 (Computer Science): "Can you discuss your research on machine learning and how it
can be applied in real-world scenarios?"
• Example Question from Panelist 2 (Education): "How do you engage students in large lecture classes?"

• Outcome: The panel interview provides a holistic view of the candidate's qualifications. Candidate C’s ability to answer
detailed technical questions and discuss innovative teaching methods demonstrates their suitability for the role from
multiple perspectives.
Case Interview
• Commonly used in consulting and management roles, a case interview presents a business problem or scenario that
the candidate must solve.
• Case Study: Hiring a Management Consultant

• Context: A consulting firm is hiring a new management consultant. They use a case interview to assess the
candidate's problem-solving abilities.

• Process: The interviewer presents a business problem for the candidate to solve. The candidate must analyze the
problem, ask relevant questions, and propose a solution.

• Example Scenario: "A client is experiencing a decline in sales despite an increase in marketing spend. How would
you approach diagnosing the problem and suggesting a strategy?"

• Outcome: The candidate’s approach to the problem reveals their analytical thinking and strategic planning skills.
Candidate D might break down the problem into market analysis, product evaluation, and competitive positioning,
demonstrating a comprehensive and methodical approach.