Sociological interviews have three main categories: structured interview, semi-structured interview and unstructured interview. A structures interview, in essence, are like questionnaires. Structured interviews contain pre-set questions that are asked in the same order every time. A semi-structured interview is a mixture of structured and unstructured methods. Questions may be predetermined, but the interviewer can deviate from the questions and go more in depth and ask questions about the answers. Finally, unstructured interviews are more like conversations than an interview. Unstructured interviews are used to gain an in depth understanding of the interviewee's perspective of the subject. Each interviewing method has it's own place, respectively, with pros and cons to each method.
Semi-structured interviews are mixtures of structured and unstructured interviews in that a number of questions are predetermined but the interviewer can deviate from these questions and go more in depth with the interviewees answers. This method was used by Goldthorpe and Lockwood i the Affluent Worker studies. An advantage is that this method is the most natural feeling interviewing process, the subjects are asked questions but not restricted to certain answers. Unstructured interviews feel more relaxed, making it easy for the interviewee to forget that they're in an interview. But, unstructured interviews may not cover the right material, unlike with semi-structured interviews where questions are predetermined.
Although, other interviewing methods are more suitable for different situations. In essence, a structured interview is like an advanced questionnaire, questions are asked in the same order every time. Since questions are asked in the same order, it is easy to regulate or standardize. This method was used by Marshal, etc, in their study of social mobility in 1988. The difference is that the interviewer is reading those questions, instead of the interviewee filling out the questionnaire in privacy. On one hand, this method guarantees the questions will be answered, but on the other hand, respondents may feel more restricted in their answers. Furthermore, this process is more time consuming than giving out questionnaires. This method would be used when the answers on a questionnaire are important to be answered. Unstructured interviews generate more information that is time consuming to sort through and is mostly useless. But, unstructured interviews are less restrictive with the subjects answers.
Not to mention, unstructured interviews, which were used in Barker's study of Moonies in 1984. Unstructured interviews have some advantage. For one, they do not feel like interviews but like conversations, making the subject more comfortable. Another advantage is that the interviewer gains the subject's in depth perspective or particular subjects or issues, as the process used a quantitative method. Usually, non-judgmental and non-directive conversations will freely develop around the topics. Interviewers can flexibly explore issues at multiple ranges of levels. Respondents often feel empowered and have influence over the research process. Respondents are given time for thought and reflection on their questions. An unstructured interview done "well" can give insight on how the interviewee feels about the world, particularly in situations where trust relationships are involved. Unstructured interviews are designed to produce qualitative data, which is likely to be favored by sociologist from an interactionist perspective, but, generate large quantities of information that is time consuming to sort through, mostly information of little use with usable material being subjective. One is unable to determine if the interviewee is telling the truth, especially with interviews concerning illegal activity. People may say the do one thing in an interview, but do another in real life. The interviewer and their personality can also influence the interviewee's answers. Unstructured interviews would be used for job interviews by managers in a business setting because unstructured interviews will help to examine questions that deviate from an application or resume.
In the final analysis, unstructured interviews are not always the best way to go. If one wants to clarify on almost every question they ask, unstructured is the way to go. But, if one wants a little perspective on their questions and not an overwhelming amount, semi-structured is the way to go. Finally, if one wants no perspective or input to their questions, structured interviews are the best method. The interviewing method varies on the amount of perspective one wants on their questions, there is not one "good" or "bad" method.
