Concerns about being too rigid during interviews have emerged as professionals reflect on their interviewing techniques. The question of whether adhering strictly to a predetermined interview plan might hinder the natural flow of conversation has become a point of self-reflection for many interviewers across various fields.
This self-assessment reveals a common challenge faced by interviewers: finding the right balance between structure and flexibility. While having a plan provides necessary guidance and ensures all critical topics are covered, excessive rigidity can prevent interviewers from exploring valuable unexpected directions or building genuine rapport with candidates.
The Value of Interview Structure
Interview plans serve several important purposes. They help ensure consistency across multiple candidates, provide a framework for gathering comparable information, and guarantee that all essential qualifications and skills are properly assessed. A structured approach also helps interviewers stay on track and use time efficiently.
Research shows that structured interviews generally yield more reliable and valid results than completely unstructured conversations. They reduce the risk of bias and help organizations make more objective hiring decisions based on predetermined criteria rather than subjective impressions.
When Rigidity Becomes a Limitation
Despite these benefits, strict adherence to an interview script can create problems. When interviewers focus too much on following their planned questions, they may miss opportunities to:
- Follow up on interesting or unexpected responses
- Adapt to the unique background and experience of each candidate
- Create a comfortable environment that allows candidates to show their true capabilities
- Discover valuable information not anticipated in the original plan
Candidates often sense when an interviewer is simply going through the motions rather than engaging in a genuine conversation. This can make them feel undervalued and may prevent them from sharing insights that could be relevant to the position.
Finding the Right Balance
Effective interviewers typically use their plan as a guide rather than a script. They prepare thoroughly but remain open to adjusting their approach based on how the conversation unfolds. This balanced approach allows them to cover all necessary topics while still creating space for meaningful exchanges.
“The best interviews feel like conversations with a purpose,” notes one HR professional with over 15 years of experience. “You need to know what information you’re trying to gather, but also be willing to take detours that might lead to valuable discoveries about the candidate.”
Some organizations now train interviewers to use semi-structured formats that include both required questions and suggested follow-ups, along with guidance on when and how to explore topics in greater depth. This approach provides consistency while allowing for personalization.
Improving Interview Flexibility
For those concerned about being too rigid in their interviewing style, several strategies can help:
Practicing active listening is essential—focusing fully on what candidates are saying rather than thinking ahead to the next question. Building in buffer time allows for deeper exploration of interesting topics without rushing through the planned questions.
Reviewing and refining the interview plan based on experience helps identify which questions yield the most valuable information and which might be less useful. Being transparent with candidates about the interview structure while still allowing for conversation can set expectations appropriately.
Self-reflection after each interview, asking whether important opportunities were missed due to strict adherence to the plan, can lead to continuous improvement in interviewing technique.
The ability to balance structure with flexibility represents a valuable skill that develops with practice and conscious effort. By recognizing the potential limitations of rigid interviewing, professionals can work toward a more dynamic approach that serves both the organization’s needs and creates a better experience for candidates.
