What is a key drawback of unstructured interviews in the hiring process?

Unstructured interviews are characterized by their flexible format, where the interviewer can ask a variety of questions that may not adhere to a standardized format. This flexibility is often seen as an advantage; however, it can lead to significant drawbacks in the hiring process. One of the primary concerns is the lack of consistency and comparability in the information gathered from different candidates.

Since unstructured interviews do not follow a predetermined set of questions, interviewers might focus on different aspects of each candidate’s background and qualifications. This inconsistency makes it difficult to objectively evaluate candidates against the same criteria. For example, one interviewer might delve deeply into a candidate's past experiences, while another might focus on hypothetical scenarios or personal interests, leading to varied assessments of each candidate's suitability for the role.

Furthermore, the subjective nature of unstructured interviews can introduce personal biases, making it challenging to ensure that hiring decisions are based on merit rather than personal impressions. This variability can ultimately undermine the fairness and effectiveness of the hiring process, making it harder to identify the best candidate based on the same set of criteria.