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Meta description: Discover types of interviews and effective interview techniques along with question strategies to assess candidates and improve hiring decisions.
An interview is an essential process in recruitment, conducted to gain deeper insights into a candidate's potential, beyond what is written in their resume and what may not be explicitly stated.
To gain the most insight of candidates, employers must ensure that the interview is conducted using effective techniques. There are several effective interview techniques that employers should be aware of to find candidates who meet the criteria, maximize hiring time, and conduct the process in the most cost-efficient manner.
In this article, we will discuss some of the most effective interview techniques to improve the hiring process. But let’s delve into the types of interviews beforehand.
In the hiring process, there isn’t just one type of interview. Employers need to understand that interviews come in various forms, each designed to assess candidates from unique angles. Employers should recognize these characteristics to effectively utilize specific types based on their needs. Here, we have summarized five of the most commonly used types of interviews:
Also known as face-to-face interviews, this type is the most traditional and widely used, allowing a direct conversation between the interviewer and the candidate. Since the interview is conducted in person, it enables an in-depth exploration of the candidate’s skills, qualifications, and cultural fit. It can also be more personalized by including a detailed discussion of how well the candidate aligns with the role.
With the same face-to-face method, a panel interview differs from a one-on-one interview since it is conducted with multiple interviewers collectively assessing a single candidate. Each interviewer, also known as a panelist, focuses on different aspects such as technical, leadership potential, or cultural fit.
With more than one interviewer, this type of interview reduces individual biases and offers a more holistic evaluation that is more suitable for senior or managerial roles. Panel interviews can help ensure key qualities aren't missed, but it's important for interviewers to communicate well and keep the conversation flowing smoothly.
This type of interview is commonly used as a pre-screening tool in order to narrow down large candidate pools before moving forward to in-person interviews. Through phone interviews, the interviewers are able to place greater focus on verbal communication such as tone, clarity, and enthusiasm. Phone interviews can be implemented to assess candidate’s basic criteria and how much they are interested in the role.
See also: Screening Interview: Definition and 15 Common Questions to Ask
When face-to-face interviews can not be conducted due to geographical barriers, video or remote interviews come as a solution. Due to the convenience and cost-effectiveness, this interview format is largely used nowadays, especially for remote positions or international hires.
While maintaining the ability to observe non-verbal cues, remote interviews still provide flexibility to assess the candidate. To ensure a smooth interview process, a well-prepared functional technology is needed on both sides.
A group interview is a type of interview that is conducted to assess multiple candidates at once to evaluate their group interaction. This type is useful for positions that need teamwork and customer-facing skills. In group interviews, the interviewers can observe a candidate’s ability in collaboration, communication, leadership, and problem-solving in a group setting for any task or discussion. Besides identifying standout candidates, interviewers can also gauge how well the candidate manages group dynamics.
In summary, the right type of interview is needed for interviewers in order to assess candidates properly. From one-to-one to group interviews, all have their own benefits to help employers make better decisions.
Since an interview is one of the most important steps in the hiring process, a well-conducted interview will help employers identify the most suitable candidate and leave a positive impression on the organization. To achieve this, employers need a strategic approach that ensures fairness, consistency, and insight. Here are ten of the most effective interview questions to help find the best candidate.
See also: Top 10 Personality Tests for Employment and Their Benefits
Start the effective interview preparation by deciding which interview type to implement, whether it’s one-on-one, panel, or behavioral interview. Then, establish a timeline, decide on key topics, and assign roles if the interview will be conducted with multiple interviewers. This structured interview will ensure consistency across candidates and create a professional atmosphere.
The hiring team should first be aligned on the vacant role’s core responsibilities, expectations, and success metrics before meeting the candidates. Employers should also share a detailed job description with candidates beforehand to help them prepare for a productive discussion during the interview.
It might not seem significant but the interview setting truly plays an important role in the candidate’s experience. Choose a quiet environment with distraction-free space for maintaining both parties' focus. This will not only put candidates at ease but also reflect positively on the organization.
If you choose a remote interview, ensure a stable internet connection, good lighting, and minimal noise for a seamless experience.
Prepare thoughtful and open-ended questions for the role. Focus on key competencies and questions that could encourage candidates to share and elaborate on their past experiences.
Instead of asking, “Can you work under pressure?” try to ask, “Can you share an example of a situation when you successfully managed a high-pressure situation?”. The latter questions will help you gain deeper insights into the candidate's resilience than the former.
Effective interviews are not only about asking questions but also an active listening. Interviewers should pay attention to what candidates are saying and follow up with relevant questions to gain deeper insight. Avoid interruption when candidates are talking and take notes of their key points.
Besides understanding the candidate’s thought process, active listening will ensure they feel heard and valued which leads to a positive candidate’s experience.
Rather than rigid interrogations, effective interviews should feel like collaborative discussions. Encourage candidates to share their thoughts freely and openly when asking each question. A conversational tone fosters trust and helps reveal the candidate’s true self and potential. The interviewer might also start with icebreaker questions to make the candidate more comfortable and engaged.
Behavioral questions can be implemented to explore the candidate’s past experiences. Through this technique, the interviewers could examine how a candidate performed in particular situations relevant to the role and predict how the candidate is likely to handle similar challenges in the future.
In addition to the candidate’s verbal responses, body language, tone of voice, and facial expressions are also important to provide additional context to their response. This non-verbal communication often conveys confidence and engagement more effectively than words.
The interviewers’ non-verbal cues, like maintaining eye contact or nodding, are also important to make the candidate feel more comfortable and respected.
Framing questions in a way that suggests a “right” answer should be avoided. Use neutral and open-ended questions to encourage candidates to share genuine responses and demonstrate their interpersonal skills like problem-solving.
Instead of asking, “Would you handle a customer complaint by doing X?” try asking, “How would you approach handling a customer’s complaint?”
Before ending the interview, invite candidates to ask questions about the role, team, or company. Besides providing clarity for the candidate, this will demonstrate that the interviewers value the candidate’s perspective and are open to addressing their concerns. This needs to be noted that a candidate’s questions might also offer valuable insights about their priorities and level of interest in the role.
An effective interview is a two-way process that combines assessment with engagement. Using these techniques can help employers create a smooth, fair, and insightful experience to find the best candidate while leaving a positive impression of the organization.
Prepare well, encourage open conversations, and focus on creating a positive experience for both companies and the candidates. Hiring the right talent isn’t just about evaluating skills but also building a team that moves the organization forward.
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