Types Of Interviews

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Types Of Interviews

As you consider how to hire top talent, it’s important to create an interview process that delivers results. The first step is understanding what you need to accomplish in each interview to identify and hire the best candidates.

Which qualifications are required for the job?
What attributes would make someone successful in the role?
What type of questions will help you assess whether or not a candidate has those qualifications and attributes?

Once you know what you’re looking for, you can choose from several types of interviews to find the best fit for your needs.

As the majority of the workforce has transitioned into remote roles, so has the interview process. Many interview processes begin with a simple phone screen to identify the candidate's qualifications to perform the role and move on to the next round of interviews.

1. Phone Screen:

A phone screen is a quick, initial interview typically conducted by a recruiter or hiring manager to determine if a candidate is worth pursuing. The interviewer will ask general questions about the candidate’s experience and qualifications to determine if they meet the basic requirements for the role.

The goal is to identify red flags and weed out unqualified candidates quickly and efficiently.

Phone screens should be short, around 15-20 minutes, and focused on the most important qualifications for the role.

Quite often, 3- 5 minutes spent on the highlights of the role, the candidate's experience, and company culture will give you an idea of their potential fit.

2. First Interview:

The first interview is usually conducted by the hiring manager and focuses on the candidate’s qualifications for the role. The interviewer will ask a mix of general questions about the candidate’s experience and specific questions about their ability to perform in the role.

Questions should be based on the job description and tailored to assess whether or not the candidate has the skills and experience required for the role. The interviewer should also take this opportunity to assess the candidate’s cultural fit for the team and company.

3. Second Interview:

The second interview is usually conducted by a team leader or panel of interviewers. This interview is designed to assess the candidate’s qualifications and cultural fit for the team.

Questions should be based on the job description and tailored to assess whether or not the candidate has the skills and experience required for the role. The interviewer should also take this opportunity to assess the candidate’s cultural fit for the team and company.

4. Technical Assessment or Task:

For roles that require specific skills or knowledge, a technical assessment or task may be included in the interview process. This allows the interviewer to assess the candidate’s ability to perform the duties of the role and their level of expertise.

The assessment should be relevant to the skills required for the role and can be conducted in person or remotely.

5. Final Stage Interviews:

Final stage interviews are usually conducted by a senior leader or panel of interviewers. This is the last opportunity to assess the candidate’s qualifications and cultural fit for the role before making an offer.

Questions should be based on the job description and tailored to assess whether or not the candidate has the skills and experience required for the role. The interviewer

6. Reference Checks:

After a candidate has been selected for the role, reference checks are conducted to verify the information provided by the candidate and to get feedback from previous employers about the candidate’s work performance.

As you're interviewing candidates, try to keep them focused on metrics that you can verify when speaking to their references. Highlight these metrics in your interview intelligence software so you can refer back to them when you are conducting reference checks.

By following these steps, you can create a structured and fair interview process that will help you identify the best candidates for the role.

What Are The 5 Types Of Interviews?

There are a handful of interview types. If you're building your interview process you may want to consider a combination of these to fit your hiring needs.

What are the 5 types of Interviews:

1.) Structured Interview:

A structured interview is a type of interview that uses predefined questions to assess a candidate's qualifications for a role.

The interviewer asks the same set of questions to each candidate in order to compare their responses side-by-side. This type of interview is useful for roles that require specific skills or knowledge.

2.) Semi-structured interview:

A semi-structured interview is a type of interview that uses both predefined and spontaneous questions to assess a candidate's qualifications for a role.

The interviewer asks the same set of core questions to each candidate but also allows for follow-up questions based on the candidate's responses. This type of interview is useful for roles that require both specific skills or knowledge and the ability to think on your feet.

3.) Behavioral interview:

A behavioral interview is a type of interview that assesses a candidate's past behavior in order to predict their future behavior.

The interviewer asks the candidate questions about specific situations they have been in and how they handled them. This type of interview is useful for roles that require specific skills or knowledge and the ability to think on your feet.

4.) Unstructured Interview:

An unstructured interview is a type of interview that does not use predefined questions.

The interviewer allows the candidate to guide the conversation and asks open-ended questions about their qualifications for the role. This type of interview is useful for roles that require the ability to think on your feet.

5.) Informational Interview:

An informational interview is a type of interview that is used to gather information about a candidate's specific qualifications for a role.

The interviewer asks the candidate questions about their experience and expertise. This type of interview is useful for roles that require specific skills or knowledge.

There's actually an additional interview type that's not talked about often. That's the:

6.) Technical Assessment:

A technical assessment is a type of interview that assesses a candidate's specific skills or knowledge related to the role they are interviewing for and most often includes a test to verify proficiency in a required skill.

As you consider which interview type to choose from, understand that they each have strengths and weaknesses. And, the best interview process will likely include a combination of these types to get a well-rounded sense of each candidate.

Types Of Interviews With Examples

In this section, we'll give a sample hiring process you can use to hire a salesperson and include types of interviews with examples.

After your ATS, AI-sourcing, and digital assistance software have identified a candidate that meets your job posting's qualifications, it's time to start the interview process.

The goal of the first few interviews is to get a sense of whether the candidate has the skills and qualifications you are looking for. The final interview is designed to assess fit - whether the candidate is a good cultural fit for your company.

The phone screen is a great opportunity to ask general questions about the candidate's qualifications for the role. This is also a good time to start building rapport with the candidate.

Types of interview questions you might ask on a phone screen:

Tell me about your experience in sales?
What type of sales environments have you been successful in?
Describe a time when you overcame an objection from a prospect.

The first interview is a good opportunity to ask more specific questions about the candidate's qualifications for the role. This is also a good time to start delving into the candidate's motivation for the role.

Questions you might ask in the first interview:

Tell me about a time when you closed a large deal.
Describe a time when you had to overcome a difficult objection.
Why are you interested in this role?

The second interview is a good opportunity to assess team fit.

Questions you might ask in the second interview:

Why do you want to work for our company?
What do you know about our company's culture?
Describe a time when you had to work with a difficult team member. How did you help them reach a resolution?

The final interview is designed to assess fit. This is the time to ask questions about the candidate's motivation for the role and their understanding of your company's culture.

Questions you might ask in the final interview:

Tell me about a time when you had to adjust to a new team or work environment.
With what you've seen so far, how would you describe our company's culture?
Have you worked in a remote environment before?
How do you stay motivated when working on a long-term project?
What do you do when you encounter a problem you don't know how to solve?

Asking behavioral questions is a great way to assess a candidate's qualifications for the role. It's also a good way to get a sense of the candidate's fit for your company.

The goal of the final interview is to assess whether the candidate is a good cultural fit for your company. Asking behavioral questions is a great way to assess fit.

These are all tips to help you build an efficient hiring process. Pillar's video interview platform will help you interview effectively and select the right candidates every time.

‍Schedule a demo to see how it works, today!

interviewer tools

Great teams start with great interviews.

By recording live interviews, our platform harnesses the power of artificial intelligence to help teams run a faster, better interview process.

Request a Demo

Interviewer Tools

It is important for everyone to think about how they are going to conduct interviews. Most interviewers want to provide applicants with a fair shot to make a good first impression. This is where numerous interviewing tools have risen to the surface. The goal of these interviewing tools is to provide interviewers with a way to maximize the value of the time they spend with an applicant.

Some of these interviewing tools play a role before the applicant ever arrives for the interview. These interviewing tools can be used to expedite the process of sending emails, scheduling interviews, and sending out invites. Then, there are other interviewing tools, such as software, that can be used to interview applicants virtually. This is great because they provide the company with a way to expand their talent search and interview candidates who might not be in the immediate vicinity.

There are even apps that play a key role in the interview process. These apps can be used to store interview results, apply scores to a rubric, and even send out follow-up emails to candidates using a certain template. In this manner, interviewers can use these interviewing tools to customize their interviews to meet their needs. This is only one of the many ways that the process of interviewing candidates is changing. it is important for all organizations to take advantage of these interviewing tools to prepare themselves and their interviewers accordingly.

Interview Questions

The key to running a successful interview is asking the right interview questions. Remember that the goal of an interview is to extract information from an applicant that will help the organization decide whether that person is the right person for the job. In this manner, interview questions are going to vary by industry.

For example, interview questions for nurses might be closed-ended. They could involve tough questions about dosing for certain medications, what to do in a certain situation, and how to run a code. Of course, there should also be more general questions about how the nurse handled his or her last job and any tough situations that might have been a powerful learning experience.

In this manner, the best interview questions for nurses are going to be different from interview questions for teachers. Some unique interview questions involving teachers might include where the teacher worked at his or her last job, any issues involving students that the teacher might have broken up, and challenges that the teacher had to overcome. These are some of the top job interview questions to ask

.It is important to note that there may also be more specific situational interview questions for students. Sometimes, these are tough interview questions and answers. This is particularly true for students who are looking to get into medical school, law school, or an MBA program. These are competitive processes where the questions are designed to help the best and brightest rise to the surface. In this manner, it might be a good idea to refer to job interview questions and answers pdf to learn more.

How To Conduct An Interview

It is important to note that the candidate is going to be interviewing the company just as much as the company is going to be interviewing the candidate. Therefore, the interviewer needs to know how to conduct an interview. When it comes to running a good employment interview, it is important to show up on time. Do not leave the candidate waiting. Show the candidate that his or her time matters.

Then, start the interview with a strong handshake and an introduction. Ask how the individual is enjoying his or her stay. Make sure there were not any problems arriving at the interview location. Ensure these are addressed if they arise. Then, ask the questions one at a time. Try to wait for the applicant to finish answering before providing another question. It is also important to give the applicant time to ask questions as well. When the interview is finished, promise a follow-up response in a timely manner. Provide the applicant with contact information if he or she has more questions later.

Employer Interview Checklist

It is important to put together an employer interview checklist prior to the time of the interview. This should include interview guidelines for interviewers. When it comes to an interview checklist for employers pdf, there are a few important things that need to be included. First, the interview should always be booked in a reasonable amount of time for the candidate. Never ask a candidate to show up for an interview on short notice, as this is going to seem like the candidate's time is not valuable.

Then, try to include a list of fair questions that are designed to extract information from the applicant. The questions should not be biased, leading, or loaded. Ideally, they should be open-ended. The goal is to assess what the applicant knows, not what the applicant doesn't know.Make sure there is room for an interview feedback template. A good interview should provide the applicant with an opportunity to ask questions. These questions need to be answered later if the interviewer is not able to answer them immediately.

Interview Skills and Techniques

When it comes to delivering an effective interview, there are a few important interview skills and techniques that need to be noted. First, it is important to go over interviewing techniques for interviewers. The first technique involves where the interview is going to take place. The location has to be picked intentionally, as this is going to set the mood for the interview. The interviewer gets to pick the location, which is an advantage. Next, the interviewer should look at a resume and pick out areas that might require more information. Target these in the interview and ask for additional details around roles and responsibilities. Finally, one common interview technique involves hosting a group interview, which allows the interviewer to observe how applicants get along with others.

When it comes to interviewing techniques for interviewees, there are several types of interview techniques to note. First, the interviewee should have access to more information about the company. Use this to come up with strong questions to ask the interviewer. Then, consider the location of the interview. Look around the room. There might be items that provide fodder for interview questions. Ask about certain items. Finally, remember to note everything that is seen on the way in. If something seems interesting, ask about it. This could be a reflection of company culture.

Interview Tools and Techniques

There are a number of modern interview tools and techniques that interviewers might want to use in order to enhance their abilities. Some of these include free interview tools and free online interview platforms. One of the most popular is called Skype interview, which was one of the first video chat platforms that people used. Now, there are multiple options out there. Some of them are free. Some of the most popular examples include Survey Monkey and Google + Hangouts. These are new, strong tools that provide a number of new features for free online interview tools. Furthermore, most people are familiar with these platforms to some extent, so they should be comfortable using them.

At the same time, there are also paid options. Most paid options are going to provide users with the option to enjoy a free trial before they have to purchase the premium version. Play around with the free version and try to learn more about the premium version. Some of the added features with the premium package might include the option to have more people on the platform, automated features to track applicants, the ability to send videos and pictures that might matter for the interview, and added security features.

Documenting Interview Notes

It is important for everyone to think about documenting interview notes. The reality is that many people try to use their memory; however, this opens them up to issues such as recall bias. Therefore, it is a good idea to have a template that can be used to document notes fairly. For example, some people might want to go with an interview rating scale 1 5. This is a scale that can be used for multiple areas, ranging from experience to education and background or even personality. This stresses the importance of an interview in the candidate selection process. This allows interviewers to not only assess someone's look on paper, but also how they get along well with others and their overall demeanor when they show up for the interview. Did they prepare? Are they professional? Were they polite to everyone on the way out?

This is also one of the benefits of behavioral interviewing. A behavioral interview scoring matrix can act as a psychological tool to make sure that an individual is not only smart and qualified, but that they will also be a good fit on a team. Regardless of interview style, it is important to have an objective matrix to use. This is going to allow interviewers to score the interview in an objective manner. This is one of the top ways to eliminate bias from the interview, allowing everyone to make an unbiased decision about who is best for the position. This is one of the keys to making sure the interview process results in finding the right person for the job.