Ah, job interviews. The ultimate test of wit, charm, and how well one can fake being awake at 9 AM. If you’ve ever found yourself sweating through a suit, nervously rambling on about your hobbies, or trying to explain who you are, you are probably in an interview. Not all job interviews are created equal! In this wild ride of a blog, we’re going to delve into the different types of job interviews and how to conduct them, or at least pretend like you know what you’re doing. We’ll be taking a deep dive into the different types of job interviews, from the traditional one-on-one to the more unique panel format. Each type presents its own set of challenges and opportunities, and we’ll be showing you how to approach them with confidence and precision. So put on your game face, grab a coffee, and get ready to master the art of interviewing like a pro. It’s time to s find the diamond in the rough that will take your company to the next level.
An interview is a formally structured face-to-face conversation between a potential employer, aka the interviewer, and a job applicant, namely the interviewee. It is a vital stage of the hiring process.
An interview is conducted best with an introduction that leads to small-talk, asking critical questions, and allowing for open-ended resources. It should be slow, safe, and personal.
Formal and Informal Interview
Interviews are always followed by a tingly feeling. Contrary to popular belief, the feel is mutual for the interviewer and the interviewee. I always get that stomach hurling feeling while conducting an interview. A bad candidate who is not prepared or is indifferent is enough to bring the HR down. Formal and Informal Interviews are two distinct types of job interviews that have their own unique characteristics. Formal Interviews are the more traditional and structured type of interview, where the interviewer follows a set of predetermined questions and evaluates the candidate based on their answers. They usually take place in a professional setting, such as an office, and the atmosphere is typically more serious and reserved.
Informal Interviews, on the other hand, are less structured and usually take place in a relaxed setting, such as a coffee shop or a park. The interviewer may engage in more casual conversation and get to know the candidate on a personal level, rather than just evaluating their qualifications for the job. Both types of interviews serve a purpose and can be effective in their own way, it’s just a matter of finding which one is the best fit for the particular job and company culture. Informal interviews do not have a specific location, they can be conducted in a casual setting. A chat over coffee or a casual conversation can help candidates express themselves and provide a clear picture.
A group interview is a type of interview that is a lot like a game of musical chairs. Except instead of sitting, the candidates are trying to sell themselves to the interviewer. In this high-stakes environment, it’s not uncommon for candidates to pull out all the stops and bring their A-game, which can lead to some pretty funny moments. For example, you might have one candidate talking about their passion for slam poetry, while another candidate is trying to demonstrate their ability to moonwalk (their way out). You never know what to expect in a group interview, but one thing’s for sure: it’s never a dull moment.
A group interview helps in observing the behavior of employees, where a single interviewer interviews multiple candidates. There are group presentations, practice tests, and role-playing exercises in such interviews.
This is an ideal opportunity to screen many candidates at one go, saving time and marking the best out of a lot. This kind of interview tests how a candidate behaves with colleagues, how one can be a crowd-pleaser, or how one can use his collaborative skills.
Panel interviews can be an efficient and effective way to gather information about a candidate. By having multiple people participate in the interview process, the interviewers can get a more comprehensive understanding of the candidate’s skills, experience, and personality. Additionally, by working together as a team, the interviewers can cover a wider range of topics and ask follow-up questions, ensuring that no important aspect is missed. It also allows for a more collaborative decision-making process, which can lead to a more informed hiring decision. Overall, panel interviews offer many benefits for both the candidate and the interviewers. This kind of multifaceted challenge is more difficult than traditional ones. Here each member asks specific questions.
This creates group dynamics and assesses the presence of the mind of the candidate. This may seem intimidating to the candidate and this gives room to understand how well they handle stress. Panel interviews leave no room for personal preference, are a reliable method of the hiring process, and familiarize the candidate with the work environment in a brief time.
Situational interviews test how a candidate can react under pressure by presenting a candidate in a hypothetical situation and asking for means to escape that. They are a great way to eliminate prospective employees who inhabit unprofessional tendencies.
Situational interviews test the candidate’s problem-solving skills, assessing a difficult working circumstance and exploring how one aces it with ease.
Phone and Video Call Interview
In the initial stage of the hiring process, a telephonic interview is conducted before scheduling an in-person meeting. This helps in taking cognition of the type of candidate that one is and how confident he is in his oratory skills.
The first stage of an interview, the telephonic interview, must be taken seriously as one’s first impression has a lasting effect. Once answers are received as per the standard, online video conferencing platforms like Microsoft Teams, Zoom, or Google meet are used to schedule a meeting.
Here, the punctuality of the interviewee is tested along with his body language.
The Face-to-Face Interview
It is hard not to talk about face-to-face interviews when talking about the types of interviews. The face-to-face interview is a structured and standardized interview protocol where the target candidate is tested on his ability to answer difficult questions, how he makes eye contact, his additional emotional responses, and if at all he is qualified for the job. The final stage of the hiring process is the oldest and the most accurate screening process where the candidate cannot provide any false information. Being honest and authentic is the main goal to ace this interview.
Competency-based interviews are a lookout for the talent ingrained in a candidate, they are a way to search for that additional spark and specific skills that a candidate hones which can be put to use in the work culture. Gathering what experience one has from a lesson or how one situates and behaves in a particular scenario can analyze a candidate’s specificities. This interview examines a candidate critically where his competency is accessed.
Some General Interview Questions You Can Ask
In an interview, a candidate can expect some basic questions to prepare himself.
● Why does a candidate want to work in a particular firm?
● How does a candidate’s experience be a befitting role in the present job he is in?
● What are some of the greatest strengths that a candidate possesses?
● What is a candidate’s favorite part of the working culture? A little practice, preparation, and giving one’s best shot can land him his dream job. Start our free trial, subscribe to our newsletter, and learn more about acing interviews at a wink.
In conclusion, the world of interviews is a diverse and dynamic one, with different types catering to the unique needs and goals of both the interviewer and the interviewee. From the traditional one-on-one to the quirky and creative, each type of interview offers its own set of advantages and challenges. As an HR professional, you have to choose the right type of interview based on the role that you are filling, the time at hand, and other important metrics.