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When it comes to determining whether the candidate is suitable for a role, interviews are important tools that allow employers to assess not only technical skills and qualifications but also cultural fit, problem-solving skills, and overall potential within the company.
An interview is a two-way conversation and process, meaning that while employers assess candidates, candidates also gain insight into their targeted organization and role. Therefore, understanding the types of interviews is important for both employers and candidates.
This comprehensive guide will help to understand various types and formats of interviews, and what employers should aim to achieve during the interview process.
Given the purpose of an interview, various forms of it are available. Each type of interview serves specific hiring goals. Below are some of the most common types:
Structured interviews are a highly organized kind of interview. It works by following a standardized set of questions that are asked in the same order for every candidate. The questions are typically aligned with the job requirements to ensure an objective evaluation.
Advantages: Provides consistency, minimizes bias, and simplifies candidate comparisons.
Disadvantages: Can feel rigid and may not allow exploration of unique traits or unexpected responses.
In contrast to structured interviews, unstructured interviews are conversational and fluid with questions evolving based on the candidate’s responses. This format allows interviewers to explore topics in-depth as they arise.
Advantages: Encouraged a relaxed dialogue and possible to uncover unique traits and insights.
Disadvantages: Lack of structure can lead to inconsistencies and make it harder to compare candidates.
Traditional interviews blend elements of structured and unstructured interviews, featuring both pre-planned and spontaneous questions. They are the most familiar type and are typically conducted one-on-one.
Advantages: Provides a balance of structure and flexibility that builds connection while assessing core qualifications.
Disadvantages: Time-intensive for large-scale hiring and may prioritize personality over measurable skills.
Situational interviews are a kind of interview that focuses on assessing problem-solving skills by asking hypothetical scenarios relevant to the job.
Advantages: Test critical thinking and adaptability in potentially job-related situations.
Disadvantages: Hypothetical answers may not always reflect real-world actions.
Unlike situational interviews which focus on hypothetical scenarios, behavioral interviews delve into real past experiences to predict future behavior and performance. Candidates are encouraged to use the STAR technique (Situational, Task, Action, and Result) to frame their responses for this interview.
Advantages: Provides concrete examples of a candidate’s work style and problem-solving methods.
Disadvantages: May disadvantage entry-level or career-switcher candidates with less experience but possess transferable skills or potential.
A sharp contrast to traditional interviews, stress interviews are deliberately designed to push candidates out of their comfort zones. Techniques may include rapid questioning, interruptions, or high-pressure scenarios.
Advantages: Reveals a candidate’s resilience, composure, and ability to think under pressure.
Disadvantages: Can feel confrontational and may discourage highly skilled yet sensitive candidates.
While stress interviews test composure, technical interviews focus purely on job-specific knowledge and skills. These may include coding exercises, case studies, or technical problem-solving tasks.
Advantages: Offers a clear assessment of a candidate’s technical expertise.
Disadvantages: Can overshadow soft skills and team compatibility.
This kind of interview goes beyond theoretical questions. It requires candidates to perform real-world tasks or complete challenges. It almost mirrors technical interviews but often includes broader practical applications.
Advantages: Demonstrates hands-on abilities and real-time problem-solving.
Disadvantages: May not fully represent daily job responsibilities or account for teamwork dynamics.
Since screening interviews are often conducted over the phone, it is also widely known as phone interviews. This is a brief interaction designed to assess a candidate’s basic qualifications and interests. These typically serve as the first step in the hiring process.
Advantages: Quick and cost-effective for narrowing down candidates.
Disadvantages: Limited space to assess personality or non-verbal cues.
See also: 25+ Common Phone Interview Questions and How to Answer Them Effectively
Walk-in interviews are open sessions where candidates can apply and interview without prior scheduling. These are often used for bulk hiring in industries such as retail, hospitality, or customer service.
Advantages: Efficient for high-volume and convenient for candidates seeking immediate opportunities.
Disadvantages: May result in less thorough evaluations due to time constraints and high applicant volume.
Interviews can also be categorized by their format. Different formats help achieve different objectives:
Individual interviews are one-on-one interactions that allow for a detailed assessment of a candidate’s skills, experience, and potential. This personalized format helps both parties focus on in-depth discussions, making it one of the most commonly used interview types.
Involving assessing multiple candidates simultaneously, this group interview format is particularly effective for evaluating teamwork, communication, and leadership abilities as candidates often participate in collaborative work or discussions. It’s a dynamic approach that reveals how individuals perform in team settings.
See also: What Is Virtual Interview and How to Apply It For Recruitment Process
In a panel interview, a single candidate is evaluated by a group of interviewers with each of them bringing their unique perspective. This format ensures a well-rounded assessment as panelists may focus on different aspects of the candidate’s qualifications, from technical expertise to cultural fit.
This interview format is conducted in a series with candidates meeting different stakeholders one at a time. Each interviewer often evaluates specific qualities or competencies, such as technical skills, leadership potential, or alignment with company values. This method provides a thorough view of the candidate.
Unlike traditional interviews, informational interviews are not tied to a specific job opening. They are explanatory and allow candidates to learn more about a company, an industry, or a specific role. In turn, employers may use this format to build relationships with potential future hires.
These interviews use technology to streamline the hiring process. Candidates may answer pre-set questions through video recordings, chatbots, or written responses. This format is efficient for initial screenings and allows employers to assess multiple candidates simultaneously without scheduling constraints.
Understanding the different types of interviews and their formats empowers employers to tailor their hiring process effectively. By selecting the right type of interview for each role and needs, employers can uncover a candidate's true potential and ensure that they align with the organization’s needs and values.
Besides understanding the different types of interviews, you can also enhance your hiring process with KitaHQ AI-powered interview solutions. Streamline your assessments with automated scheduling, instant feedback, and detailed candidate profiles—all in one platform. Boost efficiency and identify the best talent effortlessly—book a demo today!
