WHAT IS THE STRUCTURE OF AN INTERVIEW? - CULTURE VOCABULARY - 2025

The structure of an interview is made up of a series of consistent questions, arranged according to a logical order. It will determine the way in which this is carried out and the type of information that can be collected from it.

An interview is a qualitative method of collecting information derived from a conversation between at least two individuals. The interview is considered a formal conversation, since it consists of a structure and has a defined objective. However, it is sometimes possible to find free interviews, which lack structure.

For a structured interview to take place, it is necessary that one interviewee and one interviewer participate minimally. Between these two individuals there must be an agreement and a willingness for the interviewee to answer the interviewer's questions.

Likewise, the interviewer must have a defined list of questions that allow them to guide the conversation and obtain information from the interviewee.

It is important to note that there are different types of interviews. For this reason, each of them will have a slightly different structure or lack it entirely.

Each structure has different benefits and positive and negative elements. In that sense, structuring a job interview is not the same as one that will be conducted with a celebrity character.

General structure of an interview

Most structured interviews follow the following basic order:

1 - Introduction of the topic

The interviewer should prepare two or three written paragraphs detailing what the interview will be about.

Subsequently, you must memorize these paragraphs so that you can present the interview aloud and without reading. This presentation is known as the introduction to the topic, therefore, you should explain what the central topic of the interview consists of.

2 - Presentation of the interviewee

Second, the interviewer must indicate to the audience who the person is to be interviewed. Sometimes it is enough to indicate the full name and position of the interviewee.

However, it is valid to provide additional data on the interviewee so that the public can understand who the interviewee really is and what types of questions they will answer.

3 - Body of the interview

This part consists of conducting the interview. The interviewer should try to remember from time to time the name and the job that the interviewee performs.

On the other hand, the body of the interview contains all the questions that are asked of the interviewee. These questions should be addressed directly to the interviewee in a formal tone and using their own name.

4 - Closure of the interview

Finally, to conclude an interview, the interviewee is thanked for their participation and the audience is reminded what the interview was about and who the interviewee is.

At this point, important contributions of the interview that deserve to be remembered for the public can be mentioned.

Structure of a job interview

The job interview is a type of interview that can be conducted individually or in a group. It is one of the most common types of structured interview, since it has a series of defined questions that have been planned in advance.

In this way, the same questions are always applied to all candidates.

This type of interview requires to be structured, since in most cases it is subject to a point system that allows a more effective selection of candidates.

The unification of criteria in this case makes the selection process easier.

The structure of a job interview is usually the following:

1. Introduction

A general greeting is made and the participants proceed to introduce themselves briefly. The interviewer informs all applicants about the structure and duration of the interview.

2 - Biography and resume

The candidate introduces himself more deeply, talks about his resume and himself. The interviewer is responsible for asking questions related to that resume.

Some of the most common questions ask about the reasons why the applicant is seeking a change, left his previous workplace, is currently unemployed, and any items that need clarification.

3 - Motivation

The applicant must indicate why he wants to work for the company, explaining why he is interested in the job. On the other hand, you should list the types of tasks that you like the most and the ones that you least like to do.

During this stage of the interview, the applicant must indicate why he wants to leave his current job and why he is the right candidate for the vacancy to which he is applied.

4 - Job skills

The interviewer reviews the applicant's job skills, while the applicant describes his previous work experience and everything that makes him ideal for the position.

5 - Social and personal skills

The interviewer should check if the applicant has the necessary skills for the job. For this purpose, it makes use of questions about specific situations.

In this way, you can identify the candidate's social skills and work methodologies (knows how to work in a team, can work under pressure, has an innovative approach, cares about the client, is creative, how he reacts to conflict situations, etc..).

6 - Presentation of the offered vacancy

The interviewer inquires about what the interviewee knows about the company. Once this question is answered, the interviewer proceeds to present the corporate culture of the company, the way it is structured, and the vacancy offered in detail.

7 - Questions about salary

The interviewer will ask what is the salary aspiration of the interviewee. This should give a realistic figure based on local wage rates.

8 - Open questions

A structured interview should not be an interrogation, but a dialogue. For this reason, the interviewee should also ask her interviewer some questions.

These questions can be about the company, the person who previously held the position, the values ​​and culture of the organization, among others.

9 - Exchange of information

The steps to follow after the interview are discussed, within the normal course of the selection process.

10 - Conclusion

The interviewee is grateful for the opportunity to be part of the selection process and emphasizes his interest in the position and the company.

References

1. Leicester, U. o. (2017). Personnel Selection & Assessment (PSA). Obtained from 5.3.1. Interview structure: le.ac.uk
2. Lievens, F., & Peeters, H. (July 2, 2008). Interviewers' Sensitivity to Impression Management Tactics in Structured Interviews. European Journal of Psychological Assessment, pp. 174 - 180.
3. (2017). Randstad. Obtained from Typical structure of an interview: randstad.ch
4. (August 18, 2006). Radio. Obtained from Structure of an interview: taller-de-radio.com.ar.