The interview is a crucial part of the hiring process for all corporations and is a two-way benefit between the corporation and the candidate. Interviewers gauge your suitability for the role using asking interview questions. Which offer you the opportunity to exhibit your capabilities and character. It is likewise a chance for you to find out whether or not the enterprise and the job are proper in shape for you. The trembling part is you are not sure of what types of interview that you will have to face. Better to know different types of interview and that’s what we walk you through here.
15 Different Types of interview in HRM
These types of interview are practically applied in different companies in various requirements.
Preliminary interview is an initial part of the interview process. It is a task for the recruiter to conduct a preliminary meeting to gather primary statistics about how an applicant’s skills, competencies, and qualifications can benefit a business need. The preliminary interview is also called a screening interview. In which, the candidates are removed from further interview rounds if they don’t meet the minimum eligibility standards as required by the company.
Telephone interviews are conducted over phone by the employers during the initial interview round of the recruitment process. This sort of interview permits employers to screen applicant’s experience, qualifications, and earning expectations meeting companies’ requirements. Telephone interviews are used to narrow the candidate pool and then the remaining will be invited for in-person interviews
On-site interviews are mostly conducted on the company premises. The purpose of an onsite interview is for the interviewer to study every quality of the candidate so that the interviewer can determine and choose the matching employee for the organization. Also, the candidate gets an opportunity to visit the organization’s lifestyle and working atmosphere.
The panel interview is the interview process where two or more interviewers review the candidate’s abilities at the same time. The companies used to have a team of interviewers from different areas of the organization. This team is called as panel interview committee. Each panel member gives their ranking of the candidate and the average total determines whether the candidate is hired or rejected.
if you have applied for a job that requires technical knowledge, during the technical interview, the interviewer will check your technical expertise, abilities, and competencies as they relate to the needs of the particular task you are going to take. Technical interviews can be conducted in one or more rounds covering various technical skills. For example, tech companies conduct coding tests, problem-solving tests, etc.
At the face-to-face interview, employers will be physically looking at your answers. Therefore, your way of communication including body language, how quickly you respond, precision in your answer, and most importantly your confidence level. All these factors are measured during a face-to-face interview. It is one of the traditional interview types but still the best to evaluate an applicant.
The Sequential Interview
A sequential interview includes numerous interviews that are conducted before selection. This type of interview may be tiring and repetitive. You will be interviewed by specific people and requested to answer identical questions again and again. In this sort of interview, different interviewers penetrate the same sort of questions but you have to answer the same in every attempt.
The video interview is a type where the whole or partial process of interviews done through video using different video calling applications. Video interviews or virtual interviews or remote interviews are highly adopted these days. As technology developed, video calling is affordable for everyone. So as vastly utilized in HRM. Specifically, the video interview gives feasibility to both employer and applicant to get easy access to the interview process
A working interview is an on-the-job observation of the candidate. If you are a candidate, you will be given a particular task or project alongside the company supervisor. The supervisor will observe your competency, speed, and other relevant requirements which match the job. It is a kind of a practice test for you to execute the given task with maximum precision. And, based on the result, further interview decision will be taken.
Structured interviews will have different types of questions but almost the same pattern of questions will be followed to all candidates appearing for the position. The purpose of these types of the interview methods is to ensure all the candidates are given the equal opportunity to represent their talents. The structured interview will also help interviewers to take easy hiring decisions.
An impromptu interview is also called an unstructured or informal interview. Usually, these types of job interview are assigned suddenly without prior notice. An unexpected telephone interview, job fair interviews are the best examples. The reason the employer prefers this interview type is to gauge the real potentials of a candidate. This is an opportunity for employers to ask the candidate some important questions to decide whether or not to call a formal interview.
Round robin interview
Round robin interviews are also called serial interviews. Therefore, you will have to attend the different interviews with various types of department interviewers. For example, when you begin the interview with the recruiter for the initial introduction, then moved to the technical interviewer, then sent to the hiring manager, and later sent to HR round. This sequence may differ but the pattern would be similar.
Bar raiser interview
Bar raiser is a process of engaging the high-profile interviewer who’s not associated with the team. The idea behind it is that ‘bar raisers’ get inside the interview process to make certain that every new hire is as proper as for the organization. Amazon’s hiring process adopts this method in their recruitment process to hire the best candidates out of the pool.
The behavioral interview is to find out the way how the candidate was reacted and responded to the job-related situations. During a behavioral interview, the interviewer asks series of situational questions from the candidate’s experience. And, the answers would give a better idea that how the candidate managed and brought solutions to the situation
Employers arrange group discussion interviews because it is one of the efficient forms of interviews. The interviewer involves a group of applicants at this kinds of interview. The candidates will be requested to engage with each other by way of a typical set of topics. The interviewer observes and scores the candidate’s performance during the discussion.
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