Interview Types

An interview is an important part of the hiring process. Eventually, all job interviews have the same goal, but professional recruiters obtain that goal in a number of ways.

Interview Types-The Screening Process

Corporations utilize screening devices to guarantee that applicants meet minimum requirements for the job. Usually, a computer program is the instrument utilized to seek out undesirable candidates. Other times, professional recruiters will have what is known as a “gate-keeper.” The gatekeeper is normally the one that applicants cannot stand in the end; however, it is their job to look for “why” a candidate is not fit for the job. For this basis, screeners are inclined to “dig for dirt.”

Informational Interviews

Recruiters like to be kept abreast of existing talent. Whether there is a job opening or not, they are frequently receptive to informational interviews, particularly if they are fond of sharing their knowledge, feel pleased about the potential candidate’s interest, or respect the mutual friend that set-up the meeting.

Directive Style

Professional recruiters will have a “clear agenda” that they follow audaciously at this stage of the interview process. At this point, recruiters can ask each applicant an identical sequence of questions, and promptly compare results.

Indirect Style

A professional recruiter will probably avoid this type of interview as it depends on the candidate to lead the discussion. These types of interviews usually start with “tell me something about yourself,” which is nothing but an opportunity for applicants to “run with the ball.”

Stress Interview

This type of interview can throw a candidate off completely. The adage “prepare for the worse because you might get it,” fits the stress interview scenario. Candidates can be left waiting for an hour before being greeted by a recruiter. In addition, they may be up against moments where no words are spoken or intimidated with chilly stares.

Behavioral Interview

Many professional recruiters depend on behavior interviews by utilizing the applicant’s previous behavior to determine their future abilities. Candidates may be asked to depict a time that mandated problem-solving skills, leadership, etc.

Audition Interview

For some jobs, like trainers or computer programmers, professional recruiters may want to see the candidate in action before making a decision. Therefore, applicants may be taken through a replication or short exercise to check their skill level.

Group Interview

Interviewing everyone together can be distressing for applicants. However, this method provides the recruiter with an idea of the candidates’ leadership skills. The group interview allows the recruiter to get a peek of how applicants will interact with their peers.

Tag-Team Interview

A candidate may be expecting to meet only with the recruiter; however, they may find themselves in a room with a few other individuals. This could be several of the recruiter’s staff and another heads in the department. This interview method permits recruiters to observe candidates in a team cooperation setting.

Follow-up Interview

Professional recruiters will bring applicants back for several interviews for various reasons. Sometimes they want to reaffirm their decision, or have difficulty deciding, or other decision maker’s in the company may want check-out the applicant before signing a contract.

Of course, professional recruiter techniques can vary, but the above methods are within the mix one way or the other.