Types of interviews you may encounter

In today's dynamically changing job market world, the recruitment process is evolving, offering both employers and candidates a variety of methods to assess competencies and fit for the position. One of the key elements of this process is the job interview, which takes many forms, tailored to specific needs and conditions

Below, I present various types of job interviews used in recruitment processes. Each has its specific goals and methods, tailored to the different needs of companies and candidates. Understanding these types will help grasp the expectations of employers and better prepare for the recruitment process.

Screening Interview is usually the first stage of the recruitment process in a company after receiving applications. Its goal is to broadly assess the skills and qualifications of potential candidates and select those who do not possess the necessary qualifications or do not meet the job requirements. This interview is usually concise, and candidates should quickly prove their suitability for the job.

Screening interviews can take various forms, e.g., an online questionnaire, telephone/online interview, or in-person.

Telephone/Online Interview is a useful method for initial selection or screening of candidates for a potential position. It helps narrow down the group of candidates and select those who will be invited for a personal interview. Additionally, this method helps lower the cost of interviewing by reducing the number of candidates for in-person interviews. In the case of full remote work possibilities, it simply serves as a form of conducting the recruitment interview.

Stress Interview. Although it might sound quite strange, many experienced recruiters may use this interview method. In a stress interview, one or several recruiters will continuously ask questions and exert pressure on candidates to assess their ability to cope with high pressure. The goal of the stress interview is also to test the candidates' abilities to work under high-pressure conditions. Questions in a stress interview usually concern multitasking projects, working overtime, or dealing with conflicts at work.

Group Interview involves asking questions to a group of candidates by a group of recruiters. The purpose of this method is to select potential candidates for managerial or public positions (which require communication with the public). Selected candidates are gathered in groups of 8-10 people. They are then asked to debate on specific topics raised by the recruiters. Recruiters observe and assess the candidates' abilities to communicate, persuade, and discuss with others. Additionally, interviews can measure candidates' reasoning and cooperation skills.

Panel Interview: in such an interview, candidates are asked to respond to questions from several recruiters, who are employees of the company. Recruiters may ask candidates to demonstrate their skills and qualifications or to re-describe details included in their CVs. Additionally, candidates may be asked to solve a specific problematic situation raised by the panel. In such a panel interview, recruiters want to know how well the candidate can use their knowledge and skills in a real situation.

Lunch Interview: this is a situation where an employer or recruiter asks you to discuss the job offer over a shared meal. These types of interviews usually take place in public places, such as a restaurant or cafe. Although this type of job interview is somewhat unconventional, it gives the recruiter an opportunity to get to know your personality and social skills better. They use mealtime conversations to see how you behave in a relaxed atmosphere. The key is to remember that despite the appearance of a casual social meeting, this is still your chance to make a good impression on the recruiter.

Behavioral Interview: this type of interview aims to determine if candidates have the right skills for the job. In such an interview, recruiters will not ask what you will do but what you did. They want to know how you handled specific situations you experienced in the past, and based on your answer, they will assess how well you will handle such situations in the future.

Case Interview is an interview method often used in consulting or financial firms. The candidate is asked to solve a problem, situation, or conflict at work that could have occurred or may occur in the future in connection with the job.

One-on-One Interview. In an individual interview, you directly participate in a conversation with one recruiter (usually the one who will decide if you are suitable). To survive this interview, you must not only re-demonstrate your skills and qualifications but also be able to establish friendly relations with the recruiter.

Follow-up Interview is another meeting or conversation that takes place after the initial job interview in the recruitment process. This type of interview serves several purposes:

• Further assessment: allows the employer to further assess the candidate's qualifications, skills, and compatibility with the company culture. This is especially important if the role is complex or if the first interview left some questions unanswered.
• Narrowing down the candidate pool: employers often use follow-up interviews to narrow down the list of potential candidates. After initial conversations with several candidates, they may invite a smaller group for further discussions.
• Gathering additional information: provides an opportunity to ask more detailed questions by both the employer and the candidate. This can include discussions about specific job duties, company expectations, or the candidate's professional goals.
• Assessing the candidate's interest: allows the employer to assess the candidate's interest in the position. A candidate's willingness to participate in a follow-up interview and their preparation can be an indication of their enthusiasm for the role.
• Making the final decision: in many cases, the follow-up interview is one of the last stages of the recruitment process. It may lead to negotiations regarding the job offer or, alternatively, inform both parties that it is not the right choice.

For candidates, it is important to treat follow-up interviews with the same level of professionalism and preparation as initial job interviews, as they are a key element of the employer's decision-making process.

Final Selection Interview. In the recruitment process, the person responsible for making the final hiring decision plays a crucial role. Typically, a meeting with this person takes place in the third stage of the recruitment process. During this meeting, a personal interview will be conducted, where detailed questions are asked. Only a few candidates manage to reach this decisive moment. Patience, courtesy, professionalism, and a friendly attitude are crucial at this stage. It's important to remember that the employer may seek information about the candidate from various people, including the receptionist and those who conducted earlier stages of job interviews.

Informational Interview: this type of interview is more like a meeting between the candidate and the recruiter, aimed at providing more information about the job and the company to the candidate. Job seekers will "interview" employers, and employers will provide information about the job in response to asked questions. Candidates have the opportunity to present their skills and qualifications to potential employers and ask if they meet the requirements for the position, while employers can identify individuals who demonstrate exceptional qualifications.

Structured Interview is a method of conducting job interviews where each candidate is evaluated based on the same, previously determined questions and criteria. All candidates answer the same questions, allowing for an objective comparison of their responses. The questions are usually designed to assess specific skills and competencies that are relevant to the position. Structured responses facilitate the comparison of candidates and the assessment of their suitability for the job.

Direct Interview - is a focused conversation aimed at analyzing the candidate's professional experience. The main goal is to obtain as much information as possible regarding previous workplaces, the scope of duties, and reasons for leaving companies. It's often the first screening meeting to check if the candidate's experience matches the organization's needs. It may be conducted at an early stage of the recruitment process by a recruiter.

Portfolio Interview: candidates in creative fields, such as graphic design, may be asked to present and discuss their work portfolio.

Task-Oriented Interview. Candidates are asked to perform a specific task or project directly related to the position they are applying for.

Sequential Interview. The candidate meets several recruiters one after another, and each of them assesses different aspects of the candidate's qualifications and personality.

Technical Interview. Often used in technological industries, it involves asking technical or logical questions to assess the candidate's technical skills.

On-the-Job Interview tests skills that may be useful for the position. During this type of interview, the recruiter may ask you to perform actual professional tasks. For example, if you're applying for a writing job, they might ask you to write a short article based on provided information. This can also be important for positions in construction or other physical fields to show that you can handle various equipment. Remember to follow instructions, use only resources allowed by the employer, and act confidently. An on-the-job interview can also be an opportunity to show a potential employer that you understand their processes, workflow, and quality guidelines.

Unstructured Interview means that the questions asked by the recruiter change based on your answers. They may have prepared a few questions in advance, but they come up with more during the conversation. This type of interview is usually more fluid and informal. Although it may seem less intimidating than a traditional job interview, it should be taken seriously and maintained professionalism.

Serial Interview occurs when you meet with several people from one company on the same day. For example, you may have two hours during which you meet with different team members for 30 minutes each. This can include a manager, a team member, or employees from other departments with whom there might be collaboration, and who want to learn more about your qualifications.

Job Fair Interview, a type of recruitment interview that takes place during a job fair. Job fairs are events where employers and recruiters meet with potential job candidates. A job fair interview provides an opportunity for direct contact with employers and a quick presentation of your qualifications and professional interests. It is also an opportunity for employers to meet many candidates in a short time and preliminarily assess their suitability for work in their organization.

Regardless of the type of interview, preparation is very crucial. In my book “Career Management in VUCA world” in chapter 5, I describe how to effectively prepare for an interview.

I invite you to read.