Your guide for interviewing / Different types of interview formats
Different types of interview formats
The interview process is still crucial when selecting the best candidates, but so too is the format a recruiter or hiring manager chooses to use to conduct the interview. Each format serves a unique function, from screening candidates to identifying hard and soft skills, and can be used at different stages of the process.
Here we outline some interview formats, when they’re used, and why, such as:
The purpose of different interview formats.
While a CV can tell you something about a candidate’s education and experience, the interview allows you to explore both in more detail. But the format you choose can be just as important as the questions you ask.
Each format has benefits and challenges. For example, while you might get a chance to screen more candidates in less time through phone interviews, you may not get a true sense of their communication style without meeting them in-person.
That’s why it is important to consider using more than one format throughout the interview process. Carrying out interviews in different formats provides the best chance to find the candidate who has the hard and soft skills most suited to the open role.
Phone or video interview
If you have many candidates for your open role, it may not be possible to interview them all in person. One way is to pre-screen all relevant candidates with a 20-30 minute phone or video interview.
Holding a phone or video screening allows you to create a shortlist of the most suitable candidates for an in-person interview, saving both you and unsuitable candidates time. Even at this stage, it is important to share feedback with unsuccessful candidates on why they will not be moving to the next stage.
Pro tip
Make sure to give candidates advanced notice of the call so they have a chance to find a private and quiet space.
One-on-one interview
This is the most common type of interview and is usually held at the company’s offices. They can range in length from 30 to 90 minutes. This type of interview lets you explore details of a candidate’s experience and education, and evaluate their soft skills.
Keep in mind, however, that candidates who are a perfect fit on paper may struggle with this style of interview while others, who may lack the ideal experience and education, can thrive. This is why it’s also important to consider conducting one-on-one interviews in a less formal setting, such as in a cafe, where the candidate can feel more relaxed and you can get a better understanding of their true personality and communication style.
Pro tip
Use a wall clock to keep an eye on time - it is a lot less distracting than checking a phone or laptop during the interview.
Panel Interview
A panel interview is one in which a candidate answers questions from a group of people who will be involved in making the hiring decision. Hiring managers and recruiters often use panel interviews to gain a number of perspectives from different people in the organisation.
In a panel interview setting, it may be more difficult to establish rapport with the candidate, but this format gives a good sense of how they communicate in a situation where there may be different levels of seniority present. As there are multiple panel members present during the same interview, it also helps to reduce space for partiality.
Pro tip
If the panel interview is being held at a later stage in the interview process, providing panel members with a summary of the candidate’s profile helps to ensure everyone is on the same page. Not everyone on the panel will have time to check through the candidate’s C.V., cover letter and LinkedIn profile.
Group interview
A group interview is when a recruiter or hiring manager, or perhaps both, interview a number of candidates at the same time. This interview format is typically used when there are a large volume of roles to fill, or candidates to screen. An additional benefit of this format is that it allows interviewers to see how candidates interact with others, and how they might perform in a team setting.
This format is mainly used for entry level positions, and can be nerve-racking for candidates who may not have much interview experience. It’s important to ensure candidates are as comfortable as possible, so that you get the most out of the interview time. An introduction on a one-to-one basis with each candidate as they arrive can help to settle their nerves.
Pro tip
Make use of name badges - when there are multiple people in the room, it can be difficult for interviewers and interviewees to remember everyone’s name.
Task-based interview
This type of interview is used to allow candidates to demonstrate their problem solving abilities, as well as their creative side, through the use of tasks or exercises, such as a presentation or acting out a customer service call. This format is particularly useful for assessing technical knowledge or other hard skills.
Task based interviews can also be used to assess soft skills. For example, candidates could also be tasked with creating and presenting back an idea within a short space of time - this would help to reveal soft skills such as adaptability and creativity.
Pro tip
Task based interviews can be briefed to candidates ahead of the interview, or set on the day. To evaluate soft skills, like adaptability and creativity, both approaches can be used. For example asking the candidate to prepare a presentation in advance, and on the day pose a challenge, such as not using slides as a prompt.
Getting the interview format right.
Choosing the right interview format or formats could be the difference between landing a great candidate and not. But it’s not the only factor.
That’s why we’ve put together this overview of all stages of the interview process; from your first contact with a candidate and choosing an interview format, to the types of questions you could ask and how to let a candidate know they’ve been successful.
Your guide for interviewing / Different types of interview formats
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