There are many types of Interviews that serve different Scenarios. Knowing what to expect can help you to meet your goals.

 

What is an Interview?

The word interview comes from Latin and middle French words meaning to “see between” or “see each other”. The person who answers the questions of an interview is called in interviewee. The person who asks the questions of our interview is called an interview. The meaning of an interview is a structured conversation used to assess a person's suitability for a job, academic program, or other opportunities by evaluating their qualifications, skills, and personality traits.

An interview is a formal conversation between two or more people, typically with one person, the interviewer, asking questions to grab information, assess qualifications, or evaluate the suitability of a candidate for a job, admission, or other purposes. Interviews are commonly used in various contexts, including employment, academic admissions, journalism, and research, to gather information, make informed decisions, or establish a connection between individuals. Depending up the requirements, situations, locations and time, the interviews are broadly classified into different categories. Recruiters should be knowledgeable enough to understand which type of interview should be used when.

According to McNamara,1999,

“Interviews are particularly useful for getting the story behind a participant’s experience. The interview can pursue in-depth information around the topic. Interviews may be useful as follow-up to certain respondents.”

Dress Code for an interview.

Impressive Questions to ask in a job interview?

• Questions About the Position.
• Questions About the Company.
• Questions About future career developments.
• Tell me about yourself and your qualifications.
• Why should we hire you?
• Why are you leaving your current job?
• What is your salary range expectation?
• Tell me about yourself, Your family backgrounds?
• How do you handle conflict at work?

Process of an Interview

 

Types of an interview.

 Structured Interviews

Is a standardized and systematic questioning process where each candidate is tested using a predetermined set of questions, allowing for fair and consistent evaluations.

Characteristics

·         1.Pre-determined Questions: In structured interviews, the interviewer asks a set of standardized questions to all candidates. These questions are often prepared in advance and are the same for every interviewee.

·        2. Consistency: The goal is to maintain consistency in the interview process, ensuring that each candidate is evaluated based on the same criteria.

·       3.  Quantitative Analysis: Responses are typically evaluated using a predetermined scoring system. This allows for a more objective and quantifiable comparison of candidates.

Advantages

·        1. Fairness: Structured interviews are considered fairer as all candidates are assessed using the same criteria.

·      2.   Reliability: Because of the standardized nature, these interviews tend to be more reliable, and the results are consistent across different interviewer.

 Disadvantages:

·        1. Rigidity: The structured format may limit the interviewer's ability to explore unique aspects of a candidate's background or personality.

·        2. Less Flexibility: It may not be as effective in assessing certain soft skills or qualities that emerge in more spontaneous conversations.

Unstructured Interviews

An unstructured interview is an informal and open-ended conversation between the interviewer and candidate, lacking a predetermined set of questions, often allowing for a more flexible exploration of the candidate's background and qualities.

Characteristics

•     Open-Ended Questions: Unstructured interviews involve more open-ended and free-flowing conversations. The interviewer may have a general idea of topics to cover but does not follow a strict script.

•           Exploration of Personality: The goal is often to delve into the candidate's personality, motivation, and interpersonal skills, allowing for a more holistic understanding.

• Subjective Evaluation : Evaluation is more subjective, as there is no predetermined scoring system. Interviewer judgment plays a significant role.

Advantages

• ·      Depth of Insight: Unstructured interviews can provide a deeper understanding of a candidate's character, creativity, and communication skills.
• ·         Flexibility: The interviewer has the flexibility to adapt questions based on the candidate's responses, allowing for a more personalized interaction.

Disadvantages

• ·         Inconsistency: Because there is no standardized set of questions, there can be significant variation in the topics covered and the depth of questioning for different candidates.
• ·         Bias: The subjective nature of evaluation can introduce biases based on the interviewer's personal preferences.

Situational Interviews

A situational interview involves presenting candidates with hypothetical scenarios or real-life situations to assess how they would approach and handle specific challenges, providing insights into their problem-solving and decision-making skills.

Characteristics

·     1.    Hypothetical Scenarios: In situational interviews, candidates are presented with hypothetical situations or challenges they might face in the job. The goal is to assess how they would approach and handle these scenarios.

·        2. Problem-Solving Skills: These interviews aim to evaluate a candidate's problem-solving skills, decision-making process, and ability to think on their feet.

·        3. Realistic Challenges: Situational interviews often simulate challenges that the candidate may encounter in the actual job role.

Advantages

• ·         Job Relevance: By presenting scenarios related to the job, situational interviews can provide insights into how well a candidate is likely to perform in the role.
• ·         Predictive Value: The way a candidate responds to situational questions can be indicative of their future performance.

 Disadvantages

• ·         Limited Predictive Validity: The correlation between how a candidate performs in a situational interview and their actual job performance may not always be strong.
• ·         Stress Factor: Candidates may feel added pressure in situational interviews, potentially affecting their responses and not accurately reflecting their capabilities.

Behavioral Interviews

Focus on assessing a candidate's past behavior and experiences to predict their future performance.

Characteristics

• ·         Questions are designed to uncover specific examples of how candidates handled situations in the past.
• ·         Emphasis on soft skills, problem-solving, teamwork, and communication.
• ·         Often use the STAR method (Situation, Task, Action, Result) for responses.

Advantages

• ·         Provides insights into a candidate's actual behavior in various situations.
• ·         Helps assess cultural fit and interpersonal skills.

Disadvantages

• ·         May not predict future performance accurately.
• ·         Relies heavily on the candidate's ability to recall and articulate past experiences.

StStress Interview 

•  

Stress interviews intentionally create a challenging and pressure-filled environment to evaluate a candidate's ability to handle stress and pressure.

Characteristics

·         The intentional creation of a tense atmosphere with rapid-fire questioning or unconventional tactics

·         Focus on observing how candidates react under pressure.

·         May involve deliberate attempts to unsettle or challenge the candidate.

Advantages

·         Assesses a candidate's resilience and composure.

·         Mimics high-stress situations that may occur on the job.

 Disadvantages

•          Can be intimidating and may not accurately reflect a candidate's true abilities.
•          This may result in a negative candidate experience.

• Technical Interviews

Assess a candidate's specific knowledge, skills, and abilities related to the technical requirements of the job.

Characteristics

• In-depth questions related to technical aspects of the role.
• Often includes problem-solving exercises, coding challenges, or hands-on tasks.
• May cover a range of technical topics, depending on the job.

Advantages

• Evaluates a candidate's practical skills and expertise.
• Helps ensure the candidate possesses the necessary technical knowledge for the role.

Disadvantages

• May not capture a candidate's broader abilities or soft skills.
• Can be intimidating, especially for those with excellent skills but nervous interviewers.

One to One Interview 

One-to-one interviews involve a candidate interacting with a single interviewer.

Characteristics

• Direct and personal interaction between the candidate and interviewer.
• Allows for in-depth conversation and exploration of qualifications.
• Often used in initial screening or final selection stages.

Advantages

• Personal connection and rapport-building.
• Opportunity for detailed discussions.
• Quick decision-making due to direct interaction.

 

Disadvantages

• Limited perspectives, as only one interviewer is involved.
• May be influenced by individual biases.

Video Or Phone Interview.

Video or phone interviews involve remote communication between the candidate and interviewer.

Characteristics

·         Conducted over platforms like Zoom, Skype, or phone calls

·         Allows for flexibility in scheduling and location.

·         Common for initial screenings and remote job positions.

Advantage

·         Eliminates the need for travel.

·         Convenient for both parties.

·         Accessible for candidates located at a distance.

 

Disadvantages

• ·         Technical issues can disrupt communication.
• ·         Limited non-verbal cues may affect understanding.
• ·         Potential for distractions in the candidate's environment.

Types Of Interview Formats

Individual Interview

Individual interviews involve a one-on-one interaction between a candidate and an interviewer.

They are personal and focused on individual qualifications, allow for a detailed exploration of the candidate's background, and are commonly used in the initial screening and final selection stages.

Advantages

• Establishes a direct and personal connection.
• Facilitates in-depth discussions.
• Enables a thorough evaluation of the candidate's skills and personality.

Disadvantages

• Limited perspectives, as only one interviewer is involved.
• Potential for individual biases to influence the evaluation

Group Interview.

Group interviews involve multiple candidates being assessed simultaneously by one or more interviewers.

Candidates participate in discussions or activities together.

They observe how candidates interact with each other, and are common in assessing teamwork and communication skills.

 

Advantages

• Efficient for assessing interpersonal skills.
• Provides a glimpse into how candidates perform in a group setting.
• Saves time by evaluating multiple candidates at once.

Disadvantages

• Limited individual attention.
• May create a competitive atmosphere.
• Some candidates may be overshadowed or not fully assessed.

Panel Interview

Panel interviews involve a candidate being interviewed by multiple interviewers simultaneously.

This involves multiple interviewers from different departments or levels, allows for diverse perspectives and evaluations, and is very common in the final stages of selection.

Advantages

• Comprehensive evaluation from different viewpoints.
• Accelerates decision-making with multiple perspectives.
• Reflects organizational collaboration in decision-making.

Disadvantages

• Intimidating for some candidates.
• Potential for conflicting opinions among panel members.
•     Limited time for each interviewer to ask questions.

Multiple-Round Interviews

Multiple-round interviews involve candidates progressing through several interview stages.

Characteristics

• Sequential interviews with different interviewers or panels.
• Gradual narrowing down of candidates.
• Allows for a more in-depth assessment at each stage.

 

Advantages

• Progressive evaluation for a thorough assessment.
• Provides opportunities for candidates to showcase different skills.
• Enables the organization to make informed decisions at each stage.

Disadvantages

• Time-consuming for both candidates and the hiring team.
• This may lead to candidate fatigue and burnout.
• Increases the likelihood of scheduling conflicts.

Informational Interviews

                                                                                      

   

Informational interviews involve a candidate seeking advice or insights from professionals in their field.

It is Less formal than traditional job interviews and focuses on gathering information about a specific industry or role. It is a great opportunity for networking and building professional relationships.

Advantages

• Provides valuable insights into the industry or company.
• Builds a network of contacts for future opportunities.
• Demonstrates genuine interest and initiative. 

Disadvantages

• Not directly tied to a job offer.
• Requires effective networking and communication skills.
• May not lead to immediate job opportunities.

Computer-Assisted Interviews

Computer-assisted interviews involve the use of technology, such as AI or pre-recorded questions, to assess candidates.

It Utilizes software for screening and evaluating candidates and includes video responses to pre-set questions. It is efficient for large-scale recruitment processes.

Advantages

• Standardized evaluation process.
• Reduces bias in the initial screening stage.
• Allows for flexibility in scheduling and location.

Disadvantages

• Lack of personal connection.
• Limited assessment of non-verbal cues.
• Potential for technical issues.

Conclusion

The candidate has to physically and emotionally be prepared apart from being knowledgeable. Many of the recruiters believe in recruit for attitude train for skills. Apart from a pleasing personality, grooming, and effective communication play a vital role in succeeding at interviews. There are so many types of interview. so, as organization wish they can use any type of interview to recruit best and competent employees at the right time. This is very important function to hire an employee.

References.

https://www.shiksha.com/online-courses/articles/different-types-of-interview/

https://www.astoncarter.com/en/insights/articles/5-types-of-interviews

https://in.indeed.com/career-advice/interviewing/what-is-interview

https://slinuacareers.com/8-major-types-interviews/

https://www.tutorialspoint.com/recruitment_and_selection/types_of_interviews.htm

https://www.questionpro.com/blog/types-of-interviews/

Adnan Aziz,Tsung-Hsien Lee,Amit Prakash(2016.09.16) Elements of Programming Interview in Python: The Insiders Guide.

Baur,Jean (2014) The essential job interview handbook: a quick and healthy resource for every job seeker.

Hartwell,Christopher J; Johnson,Clark D; Posthuma,Richard A.(2019)Are we asking the right questions? Predictive validity comparison of four structured interview question types.

James Reed (2016) 101 Job Interview Questions You'll Never Fear Again

Steve Dalton (2021) The Job Closer: Time-Saving Techniques for Acing Resumes, Interviews, Negotiations, and More

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