There are several types of selection interviews and, here, we will explore the seven main ones in more depth so you can determine which best meets the needs of your selection processes.
Type #1: behavioral interview
Behavioral interviews serve to evaluate candidates’ soft skills and determine which person meets the behavioral requirements demanded by the position, such as:
- Good interpersonal communication;
- Resilience;
- Team work;
- Leadership profile ;
- Proactivity;
- Ease of resolving conflicts.
There are two techniques that help in discovering the behavioral profile of candidates, STAR and DISC.
STAR Technique
Using the STAR technique , the recruiter understands the candidates’ profile by discovering how they have dealt with previous situations at work. The Balance gives two example questions to put this technique into practice:
- “Tell me about a time when you needed to complete a task within a tight deadline.”
- “What do you do when someone on your team refuses to complete their part of the work?”
Depending on the candidates’ responses, the recruiter predicts how they tend to act in future situations at the company and, in addition, discovers whether the person has a behavioral profile compatible with the vacancy.
DISC Methodology
The DISC methodology is a psychological assessment test for candidates that results in one of four basic behavioral profiles:
- D – Dominance : obstinate, firm, strong, direct;
- I – Influence : extroverted, enthusiastic, lively, optimistic;
- S – Stability : patient, serene, diplomatic, humble;
- C – Complacency : analytical, reserved, precise, systematic.
With the results in hand, it is possible to screen which people are closest to the ideal characteristics for the position, but it is also necessary to know their technical skills.
Type #2: technical interview
While the behavioral interview analyzes the behavioral characteristics of candidates, the technical interview evaluates the knowledge they possess.
We commonly see the application of technical interviews through questions about the candidates’ work routine and specific knowledge. In some cases, these people are asked to carry out a work simulation to demonstrate their skills, as in the case of selection processes for IT professionals.
During technical interviews, the recruiter is accompanied by a professional from the same segment as the vacancy offered, making the evaluation of candidates more fair and, thus, allowing the best person to be chosen to join the company’s team.
Type #3: remote interview
This past year, with the guidance of social isolation due to the Covid-19 pandemic, many companies migrated the organization’s face-to-face processes to the digital environment. Two examples of this are the recruitment and selection processes and remote onboarding .
Despite being used to interviews being conducted in person, companies and candidates see great advantages in remote interviews, because:
- There is no need for the candidate to travel to the company and interviews take place from anywhere in the world;
- The interviewer has the opportunity to schedule several interviews for the same day because they are generally faster;
- Candidates are reassured by the fact that they are not face to face with the recruiter, feeling more comfortable answering questions and showing their potential.
To carry out interviews, recruiters can opt for the telephone, which is a means of communication already widely used to carry out the process remotely, or specific software , such as WhatsApp , Skype and Google Meet .
Type #4: Case study interview
In the case study interview, a problem is presented, related to the segment of the position sought by the candidates, which simulates situations close to what they will face in the company’s daily life. The idea is that these people come up with solutions, which are presented in written or oral form.
With this type of interview, the recruiter observes each candidate’s analytical and problem-solving abilities, determining whether they are suitable for the position or not.
Type #5: Group interview
Unlike all other types of interviews mentioned here, the group interview allows the recruiter to evaluate several candidates through a simultaneous chat, comparing the profiles of the interviewees immediately and reaching the conclusion of which one is the best to fit the position offered. for the company
Dynamics can also be adopted here to observe which candidates stand out from the others in certain evaluated characteristics.
Type #6: panel interview
A panel interview is similar to a group interview, but instead of several people being interviewed by a recruiter, a group of recruiters or company employees interview just one person.
This type of interview allows the candidate to be evaluated from several perspectives by professionals who ask questions simultaneously, evaluating both the person’s behavioral skills and technical skills.
Type #7: Field Interview
These interviews are a great opportunity for trainees and interns , because companies look for new outstanding talent in schools and universities to join the team.
Candidates feel more comfortable during interviews because they are in a familiar environment where they feel confident. So, although it is still little used in USA, compared to other types of interviews, it is a good tip for organizations that want to find new generation people in the market.