OPEN INTERVIEW: TYPES, ADVANTAGES, DISADVANTAGES AND EXAMPLES - DUDAS - 2025

An open interview is a qualitative research technique in which an unstructured conversation is fostered between an interviewer and an interviewee. It is based on questions generated spontaneously as part of the communicational interaction.

Its objective is to know the worker's expectations and points of view on aspects of interest to the organization, based on their personal and work experiences. Non-verbal communication is also present in this instrument; the interviewer must pay attention to interpret what the interviewee is unable to put into words.

This type of interview unfolds freely, which is not to say that it is a completely adrift conversation. The interviewer must be clear about the objective they want to achieve and have the ability to guide the interview.

The key to a successful open interview is for the interviewer to create an appropriate atmosphere for communication to flow naturally. Thus, the interviewee will feel heard and not evaluated, which will allow them to openly share their ideas, opinions and experiences.

Types

Telephone interview

In many cases the beginning of an interview process begins with a phone call to the person who needs to be contacted.

Since the interviewer has a clear plan regarding his or her focus and objective, he will use this open interview to get an overview of the person.

Thus, you will be able to determine whether or not you meet the required profile, allowing you to refine the list of candidates to be interviewed face-to-face later.

Face to face interview

This interview is conducted in person, with the interviewer -who will guide the process- and the interviewee present.

It can begin with a conversation on general topics, creating an environment that will allow the interviewee to express themselves freely.

There are no programmed questions, these will arise as the interview unfolds. However, the person leading the strategy must have the ability to keep the interviewee talking about experiences that are relevant in the area to be covered.

Sequential interview

Here several interviewers speak separately with the interviewee, in individual sessions with him. As in all open interviews, the interviewer does not prepare a list of questions, but adapts and reframes them according to his impressions and the themes that arise.

After the sequential interview, each interviewer forms his own opinion and independent evaluation. They then compare their notes with each other to share opinions and come to a conclusion.

Interview panel

This type of interview is conducted by several interviewers in a single session with the interviewee. Each person on the panel can generate their own questions or express them based on those formulated by another interviewer.

Once the strategy is completed, the panel members analyze and share their impressions, thus starting the final evaluation process.

Advantage

- The sensitivity and informality shown by the interviewer encourages the interviewee to express himself with greater depth and freedom, even on sensitive or painful topics and experiences for him.

- It allows the interviewees not to feel pressured to respond in a specific time, so they will take their time to develop their ideas.

- They can explore the interests and beliefs of the person, without the limitation of pre-established questions.

- They are more flexible, since the questions can be adapted and changed depending on the responses of the respondents.

- Direct and open interaction with the participant makes it possible to clarify any doubts that arise during the interview.

- The interviewer can learn new ideas and hypotheses different from those he had initially formulated.

- Helps the interviewee to have a global vision of the organization's environment since, directly or indirectly, they will have information about the work culture, how the entire organization works, etc.

- It broadens the interviewer's vision on the subject, since it is enriched by the statements made by the interviewee.

- If the interviewee does not understand any aspect that is being addressed, he can ask his concern directly to the interviewer and thus clarify his doubt.

Disadvantages

- Interviewer bias is inevitable. There is a high possibility that the interviewer can influence the responses of the interviewee.

- It is an instrument that cannot be standardized, because its design is unique for each interviewee.

- The data can be unreliable, because the interviewees tend to exaggerate those aspects of their behavior that they consider socially desirable and to minimize those that are not.

- They may require a large amount of time for execution and evaluation.

- The data is qualitative, which means that it is difficult to analyze and compare with other data.

- Because obtaining information is based exclusively on communication, those introverts will not feel comfortable with this instrument, so it will not be effective.

- It must be carried out by an expert, since it is necessary to apply effective communication techniques and to handle potentially conflictive situations during the interview.

- The training of the interviewer requires a high economic investment, since for its optimal performance it needs to be updated in its area of ​​knowledge.

- If the subject to be discussed is sensitive, it would imply a much more careful handling of the information, and ethical confidentiality problems may arise.

Sample questions in an open interview

The questions should be related to the area to be investigated. Here are several examples:

Measure reaction capacity

- What do you do when you have difficulty finding the solution to a problem?

- How do you detect that there is a problem situation?

- What behavior do you take when, due to an unforeseen event, you have to completely modify all the work you did?

- How do you handle the situation of a wake-up call that you consider unfair?

Measure dynamism

- Describe a task that has required more effort to accomplish it. How could you finish it? What results did you get?

- What do you usually do in your free time?

- If you have to take a course, how would you adjust your schedule to meet your obligations?

Measure responsibilities

- What activities or decisions would you delegate to other people? Which ones would you not delegate?

- How do you react when, in your absence, someone makes a decision beyond their powers? If the result is positive, what do you do? What if it is negative?

Measure adaptability

- Are you able to change your way of thinking?

- What do you do when you have to take care of a task that is not within your normal routine?

- What activities did you do in your last job that were not included in the job description? How did you feel about those decisions?

- Has a suggestion ever influenced a decision you made? Describe the situation.

References

1. Saul McLeod (2014). The interview method. Simply psychology. Taken from: simplypsychology.org.
2. Cohen D, Crabtree B. (2006). Unstructured Interviews. Qualitative Research Guidelines Project. Taken from: qualres.org.
3. Lisa Dorwad (2018). The Types of Unstructured Interviews. Chron. Taken from: work.chron.com.
4. N. Trueman (2018). Unstructured Interviews. The history-learning site. Taken from: historylearningsite.co.uk.
5. Wikipedia, the free encyclopedia (2018). Unstructured interview. Taken from: en.wikipedia.org.
6. Reddy Chitra (2018). Unstructured Interview: Definition, Advantages & Disadvantages. Wise Step. Taken from: wisestep.com.