#unstructured interview

Hi, aros. I wanted to share a short summary of a research proposal I drafted for one of my courses.

Unfortunately, with my current time taken up by AUREA, data analyses for other arospec and a-spec surveys, and my thesis (which is not on queer things at all), I am not sure when this kind of research could get done.

However, that’s where you come in. I would be happy to send along some sources and literature review (i.e., my whole research proposal document) if someone, or a group of someones, is interested in carrying out some or all of this research. I’d also be happy to help guide the research or give advice. Reach out to me if this sounds like something you’d be interested in doing, now or later, or leave comments or asks about your thoughts on this. If you reblog this, please reblog it without clicking “Keep Reading” so that the post is accessible for length. Apologies for people on mobile for the lengthy ID.

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The recruitment landscape is evolving rapidly, and innovative technologies are taking center stage. Among the revolutionary advancements is the Unstructured Interview, now enhanced by AI video interview technology. At the forefront of this transformation is Lego Sapien, empowering businesses with tools to assess candidates more effectively and with unparalleled precision.

In this blog, we’ll explore what unstructured interviews are, how AI video interviews are redefining hiring, and why Lego Sapien is your ultimate partner in this journey.

What is an Unstructured Interview?

Unlike structured interviews with predefined questions, an unstructured interview allows for a conversational and flexible approach. Hiring managers can adapt questions based on the candidate's responses, fostering a more natural dialogue. This format enables:

Deeper Insights: Recruiters can explore a candidate's unique skills and personality beyond standard metrics.

Flexibility: Interviews evolve organically, allowing candidates to express themselves without constraints.

Cultural Fit Assessment: The unstructured format often highlights compatibility with organizational values.

However, the traditional unstructured approach has limitations, such as subjective biases and inconsistent evaluation. This is where AI Video Interview technology steps in, reshaping the process with precision and consistency.

The Power of AI Video Interviews

AI video interviews combine the flexibility of unstructured interviews with the analytical prowess of artificial intelligence. By analyzing verbal and non-verbal cues, these systems provide an objective evaluation of candidates.

Here’s how AI enhances the interview process:

Real-Time Analysis AI algorithms assess tone, language, facial expressions, and body language in real-time. This data offers recruiters deeper insights into a candidate's confidence, emotional intelligence, and communication skills.

Bias Elimination Traditional interviews may inadvertently introduce unconscious bias. AI ensures evaluations are based solely on data-driven insights, fostering inclusivity and diversity in hiring.

Scalability AI video interviews allow companies to screen hundreds of candidates simultaneously, making the hiring process faster and more efficient.

Customized Feedback AI systems provide detailed feedback to both recruiters and candidates, ensuring continuous improvement on both ends.

With these capabilities, AI video interviews are transforming how companies approach recruitment.

Lego Sapien: The Future of Recruitment

Lego Sapien stands out as a pioneer in delivering advanced AI solutions for recruitment. By integrating unstructured interviews with cutting-edge AI video technology, Lego Sapien ensures that hiring managers get the best of both worlds: human insight and machine precision.

Why Choose Lego Sapien?

Seamless Integration Lego Sapien’s AI tools are designed to integrate effortlessly into your existing HR systems, ensuring a smooth transition to modern hiring practices.

Customizable Algorithms Tailor the AI to focus on skills and attributes that matter most to your organization, ensuring accurate assessments aligned with your goals.

Enhanced Candidate Experience Candidates benefit from a user-friendly interface that minimizes stress and fosters authentic communication.

Data-Driven Insights Lego Sapien offers detailed reports on candidate performance, helping recruiters make informed decisions with confidence.

By adopting Lego Sapien’s solutions, companies can transform their recruitment process into a strategic advantage.

Advantages of Unstructured AI Video Interviews

When combined, unstructured interviews and AI video technology offer a powerful recruitment strategy. Here’s why businesses are embracing this approach:

Holistic Candidate Evaluation: Beyond resumes and standardized tests, unstructured interviews delve into soft skills, creativity, and adaptability.

Time Efficiency: With AI handling initial screenings, recruiters can focus on in-depth evaluations of top candidates.

Global Reach: AI video interviews eliminate geographical barriers, enabling companies to source talent worldwide.

These advantages make the unstructured AI video interview a game-changer in modern recruitment.

Conclusion

The hiring process is no longer confined to traditional methods. With AI video interviews and unstructured interview techniques, organizations can revolutionize their approach to talent acquisition. Lego Sapien is at the forefront of this transformation, offering robust tools to enhance decision-making and build stronger teams.

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.