1. TYPES OF INTERVIEWS. Become familiar with various types of interviews, as you may encounter interviewers who blend styles to suit the interview objectives . Interview Types. PHONE INTERVIEW: Used often by employers as a screening tool. Usually 30 minutes. If asked to do a phone interview on the spot. These are some basic types of interview styles you may encounter. Some employers may choose to utilize a combination of different styles, but as long as you've.
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Want to know the 6 different types of interview and the difference between a one on one interview and a telephone interview? Read this blog to find out. You may experience many different types of job interviews. Understanding this type of interview to develop common ground with the interviewer. Follow the. An interview is formal meetings between two people (the interviewer and the interviewee) where questions are asked by the interviewer to obtain information, .
It often involves breaking the candidates into small groups and giving them a problem to solve.
This type of interview is often used when an employer is trying to determine how well you interact with others in a group environment. Remember that in this kind of situation it is important that the group achieve its assigned goal and that to stand out one does not always have to be the leader of the group.
Observers will assess things such as your: contribution to discussion, expression, reaction to others' and contribution towards reaching the group goal.
To perform successfully you should: consider your position before contributing; listen to and support others'; show courtesy and tact; remain composed; and keep a focus on the goal and on time limits. Telephone Interviews There are generally 3 instances where you may encounter a telephone interview. The first is when a company uses it as an initial screening method.
This telephone interview is usually a brief and containing questions based on the selection criteria, it is often used as a pre-cursor to a face-to-face interview. The second instance is as a substitute for a panel or one to one interview, and may be necessary due to difficulties in either panel members or interviewees attending the interview. The third instance occurs when you are speaking with employees, recruiters, supervisors or other company employees about the position.
Be prepared, as applicants are often surprised when a simple telephone enquiry to the company suddenly turns into an impromptu screening interview. Patterned Interview: In this interview, the pattern of the interview is decided in advance. What kind of information is to be sought or given, how the interview is to be conducted, and how much time is to be allotted to it, all these are worked out in advance. Such interviews are also called standardised interviews.
This method is particularly suitable for executive selection. Expectedly, depth interview involves more time and money in conducting it.
Stress Interview: Such interviews are conducted for the jobs which are to be performed under stressful conditions. The objective of stress interview is to make deliberate attempts to create stressful or strained conditions for the interviewee to observe how the applicant behaves under stressful conditions.
The common methods used to induce stress include frequent interruptions, keeping silent for an extended period of time, asking too many questions at a time, making derogatory remarks about the candidate, accusing him that he is lying and so on. The purpose is to observe how the candidate behaves under the stressful conditions — whether he looses his temper, gets confused or frightened.
However, stress-inducing must be done very carefully by trained and skilled interviewer otherwise it may result in dangers. Emotionally charged candidates must not be subjected to further stressful conditions. The candidate should be given sufficient chance to cope with such induced stress before he leaves.
Limitations of Interview: Research studies have firmly established that, among all selection methods, interview has been the most researched and carefully documented method.
However, interview suffers from some limitations also. Interviewers may not have a clearly defined technique developed. This results in lack of validity in evaluation of the candidate. There is always variation in offering scoring points to the candidate by the interviewers. Interview can help judge the personality of the candidate but not his ability for the job.
The Telephone Interview. Recruiter Pro Tip This is the perfect interview for you if… You have heaps of great CVs and you need to cut down your potential candidate list. You want to make your interview process as efficient as possible.
You can reach long-distance candidates. You can cull weaker candidates right at the start of the process.
The call could be interrupted bad signal, other calls, background noise. Remember, those who shout the loudest are not necessarily the wisest.
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