Interview is an essential part of the recruitment process for all organisations and it plays as a medium for exchanging information between hiring managers and prospective candidates. Interview session is also an essential step in the employee selection and succession planning processes that resulting in the following benefits:
Accordingly, to find your ideal candidates, HR professionals and hiring managers should be well informed on how to conduct an interview effectively. Hiring managers need to know what types of interview process should be conducted on certain occasions. Here are eight types of interview process for your knowledge.
This interview is based on the premise that past performance is the best predictor of future performance. The questions asked should solicit examples of how a candidate has performed in the past.
Example: Tell me about a specific time when you encountered a problem and at the same time, your boss becomes so pushy about a certain project. Have you ever been in a similar situation, how did you feel about the situation and what did you do?
See also: HR Manager Tips to Acing Online Interviews
This interview type invites an applicant to answer at length and causes the interview process to flow like a conversation, permitting the applicant to do most of the talking.
Example: How would you describe your strengths and weaknesses in the workplace? Or what special aspects of your education, training, or work experience have prepared you for this job?
This interview helps hiring managers measure candidates’ knowledge that is relevant to the position. This interview aims to know whether potential candidates are able to handle the job desk that will be assigned for them in the future.
Example: How will you re-calculate payroll if there is a certain sudden change in the payroll system or laws? (For hiring payroll specialists)
The case interview is aimed at assessing candidates for partner-track roles and associate-level employees. It requires the involvement of presenting candidates with an authentic business scenario similar to one that your firm regularly handles.
Example: Hiring managers should give context and examples of problems the company often handles and ask how the prospective candidate would solve it.
As the name suggests, a panel interview is like most of the face-to-face interviews but there will be two or more interviewers in the room. Panel interviews are often conducted to avoid hiring bias and save time for both employer and candidates.
In a group interview, one interviewer should lead the interview process, asking all of the main questions, while the other interviewers follow-up with more in-depth inquiries into each topic. This allows the interview process to flow more easily and help prevent overlaps or interruption.
Online or phone interviews are highly valuable as it speeds up the interview process. This also minimises travel time and allows hiring managers to identify weaker candidates earlier on before the in-person meeting.
The key to a successful phone or online interview is to keep it short and simple. Types of the question asked in this interview process are direct questions which can help hiring managers get as much of the need-to-know information as quickly as possible. The detailed questions should be asked during the in-person interview.
STAR stands for Situation, Task, Action, and Results. Among other types of interview, STAR interview will give hiring managers an excellent opportunity to judge a candidate’s communication skills. This type of interview also helps to find simple yet powerful information about how a candidate handles specific work situations and challenges. Question examples for each point would be:
Structured interview is fairly quick, hence, it is suitable to use when interviewing a large number of candidates. Questions asked in this interview process are often specific that offer interviewee a fixed range of answers, such as closed, closed-ended, pre-coded, or fixed choice questions.
Example: Did you enjoy your previous job? Would you say that you have the analytical ability that this job requires? Are you union-organising type or are you anti-union? Or, can you tell me about your position with your previous employer?