Uncovering the Power of What are Informal Interviews
As businesses grow and become more complex, it’s essential to assess your team’s strengths and weaknesses. Formal interviews have their place, but they’re not always the best way to obtain the information you need to make a decision. This is where informal interviews come into play. Informal interviews, also known as unstructured interviews, are a powerful tool that every business owner should be aware of. Today, we’ll explore the benefits, process, and examples of how informal interviews can provide valuable insights into your business.
What are Informal Interviews?
Informal interviews are a conversation between two parties with no set questions or answers. These interviews are not structured, and there is no predetermined list of questions to ask, which means they can unfold in any direction. The interviewer’s role in an informal interview is to listen, ask open-ended questions, and guide the conversation in a way that leads to new insights and ideas.
The Benefits of Informal Interviews
Informal interviews are beneficial because they provide unique insights into an employee’s mind and give the employer a glimpse into how they work. These interviews are ideal for developing a better understanding of someone’s personality, their experiences, and their organizational fit. Here are some of the benefits of conducting informal interviews:
Accuracy
Informal interviews showcase a candidate’s true self. They help reveal the person’s true character, giving you an accurate picture of their strengths and weaknesses.
Flexibility
Unlike formal interviews, informal interviews are flexible. The setting, time, and duration are not set in stone, so both parties can be more relaxed and candid.
Candidness
Informal interviews foster candid conversations. Employees are more likely to open up and share their honest thoughts and feelings about the company when in a relaxed environment.
Process of Conducting an Informal Interview
Here is the process of conducting an informal interview:
- Prepare: Identify the purpose of the interview and the outcome you want to achieve. Plan a few open-ended questions to guide the conversation.
- Choose the Setting: Choose a suitable location for the interview that is comfortable and conducive to conversation
- Start the Conversation: Start by introducing yourself and explaining the purpose of the conversation.
- Engage: Begin the conversation, asking open-ended questions and listening carefully to the employee’s responses. Ask follow-up questions to encourage the employee to provide more detail.
- Conclude: Thank the employee for their time and insights, and arrange any necessary follow-up conversations or actions.
Example of an Informal Interview
Let’s say you’re a manager interested in learning what your team members think about their jobs. You might conduct an informal interview with an employee who has been with the company for a year. During the interview, you start with an open-ended question like “How have you enjoyed your time at the company so far?” The employee responds by saying that they love it, and you dig deeper by asking about their role and responsibilities. They tell you that they enjoy their work, but there are a few things that they want to change. They suggest that the company invest in more training programs and tools that would benefit their job performance. This feedback gives you an idea of what changes they want to see in the company, and you can take action based on their feedback.
Conclusion
Informal interviews are an excellent way to get insights into your team’s strengths and weaknesses. By asking open-ended questions and listening carefully to your employees’ responses, you can learn about their thoughts on the business and their roles. The flexibility and candidness of informal interviews can lead to valuable insight that can inform future decisions. So, don’t underestimate the power of informal interviews in unlocking deep insights, fostering a culture of collaboration, and improving business performance.
