Employers conduct different types of interviews to know a candidate better in terms of—skills, personality, thought-process, and the ability to tackle a problem. While you may be speaking to just one interviewer, there are times where you’ll be interviewed by a panel of three to five members.
An interview is a crucial part of the recruitment process. It helps experts to know whether a candidate is efficient or not. But little did you know that a few interviewers go far from the typical set up—asking you to have lunch, solve a specific business problem, or even be invited to pre-record a video interview (depending on the job role you’re applying to).
Not all interviews are created the same. Each has its purpose and is designed to see the way you react to the questions they put up.
Having said that, let’s understand the different types of interviews in detail and the right ways to nail them.
Being familiar with different types of interviews not only helps you to be prepared but also learn the questions you can expect and the right ways to answer them.
The recruiter can be a supervisor, manager, or sometimes, the business owner. This type of interview typically takes place at the office space where candidates are asked about their education, skills, and experience pertaining to the job role.
One of the primary reasons for having multiple interviewers sit in an interview is to not just meet the candidate but also to limit the interview levels. The questions can be similar to traditional, behavioral or an amalgamation of both.
A panel interview works in one of these two ways—one: every interviewer will ask the candidate a set of questions one after the other or two: a few ask the questions to the candidate while the rest just listen.
This type of interview style is proven effective for various reasons. Firstly, they are time-efficient. Secondly, a recruiter gets better insights into how candidates work in a team setting, helping them evaluate if they can be a good fit for the company or not. Thirdly, a recruiter will be able to assess how well an applicant can handle a stressful situation. Rather than interviewing ten candidates individually, the interviewer does it in a single go, which in turn, saves man-hours.
Behavioral interviews are a great way for hiring managers to know about an applicant’s thought-process and the ability to execute a certain task in difficult situations. The ideal way to answer the behavioral questions is to follow the STAR Method: Situation, Task, Action, and Results.
A video interview is beneficial for both employers and candidates, especially for remote job roles. Neither of the parties require spending time to travel and reach a specific business location. Rather, it’s executed through video conferencing.
This type of interview has become more popular after the pandemic. They have taken phone-screening to a whole new level, and are becoming a usual part of the interview process.
One-way video interviews are also known as pre-recorded video interviews, on-demand video interviews, or asynchronous video interviews. They don’t require an interviewer to be physically present.
During a one-way video interview, there aren’t any interactions because it’s just the candidate speaking to the camera—pre-recording his/her answers and there’s no interviewer physically involved. Instead, the software takes the place of the interviewer and asks all the questions to the candidate, expecting the responses from him/her in a given timeframe that the recruiter has preset.
One of the key reasons companies choose to interview candidates the formal way is to ensure that they find the perfect fit for the role. In a structured interview, the questions are more focused around certain business needs.
Every candidate gets the same questions, and in the end, they are compared with the help of a score system to decide who moves to the next phase of the interview process.
The main purpose of setting this type of interview format is to allow for autonomy, which helps in revealing an applicant’s personality in a way that traditional question-and-answer approach doesn’t. This type of interview is casual and fluid. Although it might seem less intimidating, it’s still important to treat it professionally and seriously.
The main purpose of lunch interviews is to help an employer assess the candidate’s personality more closely. It gets them to see your behavior in a more casual setting. It helps the employer assess a candidate’s business etiquette, table manners, social, interpersonal and communication skills.
There is a temptation for a candidate to let down his/her guard and become more like a social event. However, it’s still an interview, so it’s important to follow a strategic approach.
A stress interview comes in different forms—from disconcerting mildly to being downright aggressive. Understand that the entire format depends on the job role and the company that’s hiring. The main purpose of the stress interview is to unveil how a candidate performs under pressure.
Stress interviews are common in a few industries like law enforcement, sales, airline employees, intelligence, etc. because they might have to deal with not just an extremely high-pressure workplace but also frustrated and difficult people frequently.
Now that you are familiar with the different types of interviews, make sure to keep these tips in mind while preparing for your next job application process. No matter what the interview style is, take some time to prepare and practice.
Acing a job interview requires different skills: communication, problem-solving, good technical aptitude, and sensibility. “Sweat more in practice so that you bleed less in war” and that sounds true even for an interview process.
The one foolproof way to get dramatically better is to Practice, Practice, and Practice! And we are here to help. We have built Intromagic to give applicants a complete video interview set up to practice for free. So hone your interview skills and become comfortable enough to nail your next job role.