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.
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:
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.
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.
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.
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.
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:
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.
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.
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.
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!