Most of us have had a job interview at some point. And if not, generally we will all be exposed to it one day. There are different types of job interviews depending on their format, structure, objective…
In this article vWe will have up to 10 different types of interviews how they are made and what are their most relevant characteristics.
The interview is the process through which the interviewer (also called recruiter, recruiter or selector) collects information from a person (candidate) in relation to their experience, knowledge, attitudes and skills, to determine whether or not you fit a specific job vacancy (job offer or job offered).
In Human Resources, there are multiple types of interviews. Here we are going to know the 10 most frequent types of job interviews, taking into account four parameters or classification criteria: format, structure, objective and number of participants.
According to the format
There are different parameters that allow us to divide the different types of job interviews. In this first selected parameter we will classify them according to their format.
The format has to do with the way the interview is conducted, and we find, broadly speaking, three types: telephone interview, in-person and videoconference.
1. Telephone interview
The telephone interview, as its name indicates, is one that is carried out through a telephone call. When this interview is the first filter that the recruiter passes to select his candidate, we speak of a screening interview
In this case, they are usually filter interviews, rather short, with a list of structured questions (key questions) that allow us to discard candidates who do not fit the vacancy.
Plus, it’s an interview. ideal to know how the person communicates, how they speak, if they show interest in the position, if they are understood, etc These are more basic aspects in the requirements of any vacancy, although logically they will be of more importance in sales positions, for example, than in computer science positions.
On the other hand, the telephone interview can also be used when the candidate lives in another country and the in-person interview is more expensive or complicated.
2. Face-to-face interview
The second type of job interview according to its format is the face-to-face interview. This, on many occasions, It is typical of the second phase of any selection process (the first being the telephone interview).
Here the candidate already comes to the offices, either from the consultancy in charge of filling the client’s vacancy (company that demands their services), or from the company itself that offers the position (the job).
In this type of interview, other aspects beyond the telephone interview can be assessed, such as non-verbal language (very important in job interviews), hygiene, the candidate’s type of clothing, etc.
3. Video conference interview
Finally, according to its format, we find the videoconference interview. In this case The interview is carried out through web platforms that allow videoconference calls (for example Skype or Whatsapp).
They tend to be more relaxed for the candidate, since they do not expose themselves as much to the interviewer, and in a way they have “more control” of the situation. In this type of interview, aspects such as verbal and non-verbal language can be assessed, as well as the candidate’s responses in relation to the position offered and their previous experience and knowledge in the field in question.
According to the structure
Considering the second classification parameter, We are going to know the different types of job interviews according to their structure
1. Structured interview
The first of the types of job interviews according to its structure is the structured interview, which has a script behind it, with the exact questions that will be asked of the candidate aspiring to the job offered.
These questions They usually have been designed specifically for the interview in question, and follow an established order In addition, other aspects are also usually scheduled, such as: the tone of the conversation, the topics to be discussed, the timing, etc. There is no room for improvisation here, and candidates go through the same process.
The structured interview is ideal for massive selection processes where there is little time to personalize the interviews, or for processes where the vacancy to be filled is highly automated.
2. Unstructured or free interview
The unstructured or free interview has no prior structure. That is, the questions that will be asked of the candidate have not been planned, and the interview is created “on the fly.” Although the recruiter knows the topics that he will address during the interview, these can follow the order that the recruiter prefers. Of course, the recruiter is clear about what he is looking for in the candidate. It is a type of interview that is highly adapted to the candidate and the interviewer’s preferences, and where improvisation prevails
This is an ideal type of interview for the job applicant to show themselves as they are, and show their communication skills. Since it is such a free interview, it is easier for “uncomfortable” silences to appear, and the candidate must know how to get out of them, while “selling” himself as the best candidate for the position.
3. Semi-structured or mixed interview
In the third of the types of job interviews according to their structure, we find the semi-structured or mixed interview. In this case, it is a type of interview where the two previous types are mixed
It is neither structured nor free, but rather a middle ground; Thus, there is a previous script of questions and topics to be discussed, but it is flexible and does not have to be followed to the letter. In addition, open questions prevail, which allow open and extensive answers. In this type of interview the recruiter can improvise at certain moments.
Many selection experts consider the mixed interview to be the most complete, because it is structured while remaining flexible.
According to the objective
Based on a new classification criterion or parameter (according to its objective), we find the following types of job interviews (although there may be more, these are the most frequent).
1. Stress interview
The first of the types of job interviews according to their objective is the tension interview. The objective is to evaluate what reaction the candidate shows in different stressful situations and how it manages and modulates said reaction.
Control of emotions and impulsivity is of great importance here. In this type of interview, uncomfortable questions predominate, which have the mission of creating a murky atmosphere to see how the candidate reacts (of course, the objective of the interview is always clear).
2. Interview by competencies
Finally, we find the competency-based interview, one of the most frequent in practically any selection process (especially in those processes for qualified jobs).
Its objective is to know the capabilities, skills and aptitudes of the candidate, in order to know if these will fit the future job position. Skills and traits such as: creativity, leadership, teamwork, empathy, etc. are analyzed. (depending on the place of work offered). This type of interview It is often complemented with the use of tests
Depending on the number of participants
Finally, depending on the number of participants, we find the following two types of job interviews:
1. Individual interview
The individual interview is the “classic” interview, where a single candidate is interviewed by one or more recruiters Within it, there are different ways of conducting the interview, which can be structured, free, etc.
2. Group interview
On the other hand, the group interview is one that is carried out with a group of people. Within this type we find different subtypes of interviews: group dynamics, focus group,… They are usually ideal for knowing the behavior of the individual in a group their empathy, way of communicating, thinking, etc.
