The job interview is a crucial process in the recruitment and placement of personnel. This process meets the specific needs of both companies and candidates. In this article, we’ll take an in-depth look at the different types of interviews, a key element for success in the professional world. We’ll take a look at the specific characteristics of each type, an overview of how to prepare for them, and an example of how it’s done.
The 7 Main Types Of Interviews
1. Individual Types of interviews
A one-on-one interview is a one-on-one meeting between the candidate and the interviewer, focusing on the candidate’s skills and experience. Here are some of the features:
- Face-to-face interaction
- Personal assessment
- Focus on skills and experience
- Flexibility in questions and answers
How to prepare: Prepare yourself by knowing your CV inside out, having specific examples of your work and researching the company. Preparation will enable you to respond with confidence. Read our other article for more details on how to master this type of job interview.
Sample procedure: The interview begins with an introduction, followed by questions about your career path. Specific questions may be asked about your skills and previous experience. Finally, you’ll have the chance to ask any questions you may have.
2. Group Types of Interviews
A group interview involves several candidates and/or interviewers, enabling teamwork and leadership skills to be assessed. Here are some of its features:
- Several candidates and/or interviewers
- Assessment of social skills
- Group behavior analysis
- Possible group exercises
How to prepare: In addition to the usual preparation, work on your communication and listening skills. Practice speaking in a group and be ready to collaborate.
Sample procedure: The interview can begin with a group discussion, followed by collaborative exercises. Interviewers observe how you interact and collaborate with others.
3. Telephone types of interviews
The telephone interview is an initial discussion to assess the candidate’s suitability before the face-to-face interview. Here are just a few characteristics:
- Remote
- Preliminary assessment
- Less formal
- Can be registered
How to prepare: Have your CV in front of you, be in a quiet place, and answer questions clearly. Prepare a few questions to ask at the end.
Sample procedure: The interviewer calls and asks basic questions about your experience, skills and why you’re interested in the job. The conversation ends with details of the next steps.
4. Video Types of Interviews
A video interview uses video technology to connect the candidate and the interviewer remotely. Here are its features:
- Uses video technology
- Allows remote interviews
- Visual and verbal assessment
How to prepare: Test your equipment in advance, choose an appropriate background and dress professionally. Practice answering questions by looking into the camera.
Sample procedure: The interview is conducted in the same way as a face-to-face interview, but via a video platform. The questions will be similar, and you’ll have a chance to ask your own questions at the end.
5. Behavioral Types of Interviews
These types of interviews focus on how the candidate has acted in past professional situations to predict future behavior. Here are just a few characteristics:
- Based on real-life situations
- Analysis of past behavior
- Often uses the STAR method (Situation, Task, Action, Result)
How to prepare: Think of specific examples of your behavior in past situations. Practice describing them using the STAR method.
Sample procedure: You’ll be asked questions about how you’ve handled specific situations in the past. You’ll need to describe the situation, your role, your actions and the results.
6. Technical Types of Interviews
A technical interview assesses the candidate’s specialized skills and knowledge in a specific field. Here are its features:
- Technical skills assessment
- May include tests or practical exercises
- Domain-specific
How to prepare: Review the technical skills required for the position. Be ready to demonstrate your expertise through examples, tests or demonstrations.
Sample procedure: The interview includes questions about your technical skills and may include a test or practical demonstration. The interviewer will assess your expertise in the field.
7. Stressful Types of Interviews
This type of interview is designed to test the candidate’s reaction to stressful situations. Here are some of its features:
- Deliberately disconcerting questions
- Evaluation of reaction under pressure
- May include interruptions or distractions
How to prepare: Prepare yourself mentally for the challenge and practice stress management. Stay calm and focused, no matter what is thrown at you.
Sample procedure: The interview may include difficult questions, interruptions or critical comments. The objective is to observe how you react
Advantages & disadvantages for each type of interview
Here’s a table highlighting the advantages and disadvantages of the 7 main types of interview mentioned in the previous section:
| Type of interview | Benefits | Disadvantages |
|---|---|---|
| Types of individual interviews | Personal communication; Adapted to specific needs. | May lack diversity in evaluation. |
| Types of Group Interviews | Assesses teamwork skills; More effective. | May create competition; some candidates may be overshadowed. |
| Types of telephone interviews | Practical; Economical. | Less personal; Difficulty evaluating body language. |
| Types of Video Interviews | Combine convenience with visual communication. | Technology-dependent; May lack commitment. |
| Types of Behavioral Interviews | Evaluate past behaviors to predict future ones. | Requires careful preparation; may be subjective. |
| Types of Technical Interviews | Assesses technical skills; Industry-specific. | May neglect soft skills; Requires an expert to evaluate. |
| Types of Stressful Interviews | Tests reaction under pressure; can reveal true personality. | Can create a negative experience; Risk of unfair evaluation. |
Each of these types of interview offers unique methods for evaluating candidates, and can be chosen according to the specific needs of the company and the position to be filled. Choosing the right type of interview can contribute to a more accurate and efficient recruitment process.
The Placement Agency as Master of Interview Types
Placement agencies specialize in recruitment and staff placement, and they use a variety of methods to assess candidates. The 7 types of interviews are essential tools in their arsenal, and their expertise can be crucial for businesses and candidates alike.
Indeed, placement agencies do not merely apply these methods; they master them. Their expertise in selecting and applying different types of interviews ensures a more precise match between the candidate and the position, thus reducing risks and increasing the efficiency of the recruitment process.
If you are looking to hire or be hired, going through a placement agency, such as First Round Agency, offers the assurance of professional, targeted, and highly competent assessment. This transforms the job interview from a complex and stressful task into a smooth and optimized process, where each step is managed with expertise and care.
Other less common interview types
Here’s a list of some of the other types of interviews that can be used in the recruitment process:
- Structured Panel Interviews: Several interviewers ask predetermined questions in a specific order to ensure consistency.
- Situational Interviews: The candidate is put into a hypothetical situation to assess how he or she might react in the future.
- Chronological interviews: Focus on work experience in chronological order to understand career progression.
- Informal interviews: Casual discussion, often over a meal, to assess cultural compatibility.
- Second Round Interviews: Follow-up interviews with additional team members or management.
- Portfolio Interviews: Mainly for creatives, where candidates are asked to present their previous work.
- Competency-based interviewing: Specific assessment of the key competencies required for the position.
- Internship Interviews: Specific interview to assess suitability for an internship rather than a full-time position.
- Flash interviews: Short, quick interviews, often at job fairs.
- Rotating interviews: The candidate meets several interviewers separately in a rapid format.
- Focus Group Interviews: Several candidates discuss a topic together, assessing communication and collaboration skills.
- Reference Interviews: Discussions with references provided by the candidate to validate experience and skills.
These different types of interviews can be used according to the specific needs of the company and the position to be filled, enabling a complete and accurate evaluation of candidates.
Conclusion
In conclusion, interview types are a vital and versatile aspect of the recruitment and staffing process. Whether to assess technical skills, cultural compatibility, or the ability to react in hypothetical situations, each type of interview has a specific role to play.
Companies in Montreal, Canada, and elsewhere, can combine these different methods to obtain a complete and nuanced picture of candidates. This not only helps find the right fit for the job, but also aligns the candidate’s values and objectives with those of the company.
By understanding and effectively using these different types of interviews, companies can optimize their selection process and invest in talent that will contribute to their long-term success.
