Consistently, research shows that unstructured interviews can lead to bad hiring decisions because they are more susceptible to the following risks:

Prejudice and inequity. Often people do not necessarily recognize their own prejudices and how they unconsciously influence their decisions. According to research, attributes such as appearance physique3, the similarity between the applicant or the applicant and the interviewer or intervieweuse4 the sexe5 race6 and may impact on the evaluation of improper jury. In addition, the values ​​and beliefs can influence the unstructured interview process so that different questions can be asked to different people or even a different response from applicants can be interpreted differently.

Inaccuracy and low predictive power. Consistently, research shows that unstructured interviews do not predict effective performance work. This is largely attributed to the use of questions that are not necessarily based on the qualifications required to perform the duties of the position. Since the evaluation criteria are not clear, it is possible that the jury consider applicants incorrectly and inadvertently based on irrelevant factors. In addition, through unstructured interviews, it is easier for applicants to give answers that they think will appeal to the jury, rather than providing answers and accurate information on the behavior they adopt in workplace.

Legal vulnerability. Unstructured interviews are more likely to be challenged in court on grounds of discrimination that interviews structurées9. A review of 158 lawsuits in the United States federal court for discrimination in hiring from 1978 to 1997 showed that unstructured interviews have been challenged in court more often than any other type of mode of sélection10. The review of the outcome of these legal challenges is even more eloquent: unstructured interviews are considered discriminatory in 59% of prosecutions, while structured interviews are considered non-discriminatory in all proceedings.