It’s critical to avoid the financial burden of making a wrong hire. Two approaches to conducting interviews — structured and conversational — can yield different insights about a candidate. While structured interviews make it easier to compare candidate responses and help ensure each interviewer covers distinct areas without redundancy, they may fall short in uncovering the candidate’s communication style and adaptability to change in a real-world setting. Conversational interviews offer a unique opportunity to get to know a candidate better by engaging them in a discussion about a real problem your organization is facing or has faced, but they can also present greater opportunities for bias to creep in. Click on this Harvard Business Review article to learn what each interview method can reveal about a candidate and when you might want to use them.
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