What is Unstructured Interview & When to Use It?

Hiring is not the same for every job.

While structured interviews are common in many hiring processes, some roles need a more flexible and personal approach.

Unstructured interviews can be a good choice for these roles.

They help you learn more about the candidate, especially when qualities like personality, adaptability, and cultural fit are more important than just technical skills.

But to use them well, you need to know when they work best and their pros and cons.

What is Unstructured Interview?

Unstructured interviews are casual, open-ended conversations between a hiring manager and a candidate.

Unlike structured interviews that follow a fixed set of questions, unstructured interviews flow freely.

Interviewers may come in with a few ideas or themes, but they often respond to what the candidate says in real time.

Instead of ticking off a checklist, the goal is to build a more natural interaction.

This helps the interviewer explore a candidate’s background, soft skills, and personality in more detail.

It also makes space for stories, follow-up questions, and discussions that can reveal how someone really thinks and communicates.

Unstructured interviews are different from structured and semi-structured interviews in several ways:

Feature	Structured	Semi-Structured	Unstructured
Format	Fixed questions	A mix of set and spontaneous questions	Open conversation
Question Order	Same for every candidate	Some flexibility	Fully flexible
Evaluation Style	Scored objectively	Balanced approach	Based on perception and notes

Pros of Unstructured Interviews

There are real advantages to using unstructured interviews, especially when the role you’re hiring for requires creative thinking, strong communication, or a good cultural fit.

One major benefit is flexibility. Interviewers can follow the conversation naturally, asking deeper questions based on what the candidate says.

This can lead to better engagement and more meaningful answers.

Unstructured interviews also help build rapport. Candidates may feel more comfortable, which helps them open up and be themselves.

In some cases, this gives you a clearer sense of whether they would thrive in your company’s environment.

Most importantly, these interviews can reveal personality traits that aren’t obvious on paper: things like emotional intelligence, self-awareness, or creative thinking.

This makes them useful when hiring for roles where soft skills matter more than rigid qualifications.

Cons of Unstructured Interviews

However, unstructured interviews are not without risk. Because they vary so much from one session to another, they can be hard to measure or compare.

Without a set structure, interviewers may focus on different topics for different candidates.

This can lead to inconsistencies, making it harder to decide who’s truly the best fit based on the same criteria.

Another concern is bias. When decisions rely more on perception and personal impressions, it’s easier for unconscious bias to influence outcomes, even if unintentionally.

Unstructured interviews don’t always cover every important point.

A casual conversation might miss questions about technical ability, relevant experience, or role-specific knowledge. That can create gaps in your hiring assessment.

When Should Employers Use Unstructured Interviews?

Unstructured interviews can be especially useful for:

Creative roles (marketing, branding, or content writing). Personality and originality are essential.
Customer-facing positions. Unstructured interviews are used to determine that communication style and interpersonal warmth are critical.
Startups and SMEs. The company culture is still forming, and agility is more important than strict processes.
Early-stage screening, where you’re still getting a feel for the candidate before moving on to deeper technical or role-based assessments.

These interviews are less suitable when hiring for positions that require specific technical expertise or need consistent evaluation standards, such as engineers, accountants, or legal professionals.

Best Practices for Conducting Unstructured Interviews

To get the most out of unstructured interviews, you still need to prepare even if you’re not following a script.

1. Start with clear goals

Know what you want to learn from the conversation. This might include culture fit, motivation, or past challenges the candidate has faced.

2. Prepare themes or topic clusters

These aren’t fixed questions, but they give structure to the conversation. For example: career goals, team collaboration, or past leadership experiences.

3. Train your interviewers

Even in informal settings, interviewers should know how to avoid bias and stay focused on job-related qualities.

4. Take structured notes

After the interview, write down your impressions in a consistent format. This helps with later comparisons and final decisions.

Risks to Avoid in Malaysia’s Hiring Landscape

In Malaysia, interview practices should also respect local employment laws and cultural sensitivity.

Some risks to watch out for:

Asking discriminatory questions, even unintentionally. Avoid topics related to race, religion, marital status, or family planning.
Failing to document the interview, which can cause confusion or legal issues later.
Over-relying on gut feeling, especially if multiple people are not involved in the decision. Decisions should be supported by actual insights, not just first impressions.

Structured vs Unstructured Interviews: Which One to Use?

Feature	Structured Interviews	Unstructured Interviews
Question Format	Pre-set and standard	Flexible and spontaneous
Evaluation	Scored and consistent	Based on notes or instincts
Time Efficiency	Usually quicker	Can be longer and unpredictable
Bias Risk	Lower	Higher
Best For	Technical roles, large-scale hiring	Creative roles, culture fit screening

In practice, many Malaysian employers combine both styles.

You might start with a structured interview to cover key skills and then use a more unstructured session to understand how the person thinks and fits into your company.

FAQ

Can unstructured interviews be used alone to make hiring decisions?

It’s possible, but not ideal. For important roles, it’s better to combine unstructured interviews with other assessments or structured interviews.

Are unstructured interviews legally valid in Malaysia?

Yes, but employers must still follow anti-discrimination laws and document the interview process clearly.

How do I combine structured and unstructured techniques?

You can begin with a fixed list of core questions to cover key skills, then follow up with a free-flowing discussion based on the candidate’s responses.

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