Selection
Process
Types of
Interviews
Interviews are
the best way for you to
verify qualifications and
evaluate how a person will
fit within our organization
and your team. The interview
process may have several
steps and involve a
combination of the following
types of interviews while
incorporating technical and
behavioral questions.
Preliminary Interviews:
Phone Screening Interview
A phone interview is brief
(less than 30 minutes) and
saves time by narrowing down
your potential field of
candidates based on
essential criteria's such as
basic qualification,
education, required skills,
gaps in employment history,
or salary. Phone interviews
may be conducted by either
your department or Human
Resources and is typically
the best place to start when
beginning the interview
process.
In-Person Screening
Interview
Like a phone interview, an
in-person screening
interview can be used to
verify the candidate’s
qualifications for the
position and to establish a
preliminary impression of
the candidate’s attitude,
interest, and professional
“style” and is typically
conducted by your department
or Human Resources.
In-person interviews may
take a little longer, but
are also helpful in
narrowing down your
candidate pool.
First Round Interviews:
Individual Candidate:
Face-To-Face Interviews:
Structured Interview:
This type of interview is
very straightforward and
typically involves an
adherence to a set of
questions and established
timeframe. This type of
interview allows for easier
comparison between several
candidates once all
first-round interviews have
been completed.
Behavioral Interview
A behavioral interview
asserts that “the most
accurate predictor of future
performance is past
performance in a similar
situation”. Behavioral
interviews seek to provide
insight on things like
teamwork, flexibility,
initiative, leadership,
organizing, problem-solving,
persuasiveness, stress
management, and work ethic.
Work Sample Interview
Work sample interviews are
done to allow the candidate
an opportunity to really
show or express their
talents. This type of
interview would allow a
graphic artist to display
his/her portfolio; a
salesperson would be allowed
to make a sample sales
presentation.
Simulation/Audition
Interview
The simulation or audition
interview may be a perfect
opportunity for you to see
how your candidate will
perform doing the tasks they
will be hired to complete.
This may include having the
candidate go through a brief
exercise, like data entry or
training, so that you may
evaluate their performance
and provide them with a
simplified feeling of what
their job may entail.
Panel/Board Interview
This style of interview
involves more than one
(typically 3 – 10)
interviewer questioning a
candidate and has also been
dubbed “tag-team
interviewing”. The panel
typically includes the
potential employee’s
supervisor, manager, Human
Resources representative,
and to-be coworkers.
Typically the panel members
will ask questions relative
to their area of concern.
Lunch/Dinner Interview
A lunch or dinner interview
is an interview that takes
place during lunch or dinner
and can help get a feeling
for the candidate’s
interpersonal skills as they
interact with you, any other
group members, and the
serving staff. This type of
interview may feel more
casual, but the same
etiquette rules apply.
Beware; alcohol should not
be consumed during the
interview.
Multiple Candidates:
Face-To-Face Interviews:
Peer Group
The peer group interview
format provides an
opportunity for the
candidate to meet with
his/her prospective
coworkers and supervisor.
The peer group will then
talk after the interview and
determine how the candidate
“fits” within their team.
Group Interview
Unlike a peer group
interview, this type
involves having several
potential candidates
interview at the same time,
same place, and take place
when there are several
positions that need to be
filled. This can help
provide you with a sense of
leadership potential and
style, but may prove a
little disconcerting to
candidates who are
unfamiliar with this type of
interview. Group interviews
can help you get a sense of
how the candidate interacts
with their peers – who’s
bossy, attentive, timid,
etc. You may have a
candidate express the
reason(s) they feel
qualified for the position
or have the group solve a
problem.
Round-Robin Interview
Similar to a group
interview, multiple
candidates are brought in
and interviewed by multiple
managers, supervisors,
coworkers, and/or Human
Resources representatives.
Several interviewing
stations are setup where one
interviewer will be assigned
and provided with a question
(or set of questions) to ask
each candidate as they
rotate around from
station-to-station during a
set time frame (10 – 15
minutes at each station).
This method of interviewing
is helpful when you have
many candidates and
limited/conflicting time
schedules for the
interviewers. For this type
of interview, and to allow
for easier comparison,
report cards are made for
each candidate that are
totaled at the end of the
day and an average point
value assigned to their
overall performance.
Follow-Up Interview
A follow-up interview
typically involves your
supervisor and/or other
decision makers on your
team. By this point, you
have narrowed your candidate
pool down significantly, are
preparing to make a final
decision, and want to get a
final sense for the
candidates you are
considering.
Developing thought-provoking
questions involves a careful
and thorough analysis of the
position to determine the
core competencies required.
You may wish to discuss with
fellow managers and
employees what important
skills and qualifications
need to be covered during
your interview. These skills
may include verbal and
written communication
skills, decision-making
ability, time management,
team-building potential,
interpersonal skills,
reliability, and honesty.
Please see our page on
potential interview
questions for inspiration or
use during your next
interview!
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