How does a structured interview differ from an unstructured interview?

A structured interview is characterized by the use of a predetermined set of standardized questions that are asked to all candidates in the same order, which allows for consistency and fairness in the evaluation process. This approach ensures that each candidate is assessed on the same criteria, making it easier to compare responses and determine the best fit for the position. The uniformity in questioning also helps minimize interviewer bias and promotes objectivity in hiring decisions.

On the other hand, an unstructured interview is more flexible and conversational. There is no fixed set of questions, leading to a more spontaneous exchange between the interviewer and candidate. This method can result in variability in the questions asked and the topics covered, which can make it difficult to evaluate candidates on a consistent basis. While this format may allow for deeper exploration of a candidate's experiences and thoughts, it can also introduce bias and make it challenging to compare candidates effectively.

The other options address aspects that do not accurately differentiate between structured and unstructured interviews. For example, structured interviews can have time limits, they are not necessarily conducted in groups, and both types can vary in formality based on the context and organizational culture.