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Types of interviews - And links to interview questions
Types of interviews
Maybe you have heard about the 10 types of interviews. Well, in fact there are more. Let's take the different types of job interviews one by one, including examples of questions accordingly.
Pre-screen interviews:
Pre-screen interviews, also known as initial screenings or phone screenings, are typically conducted before inviting candidates for in person or video interviews. These interviews serve as a preliminary assessment to determine if candidates meet the basic qualifications and requirements of the job. Pre-screen interviews are usually brief, lasting around 15-30 minutes and aim to narrow down the candidate pool for further consideration.
Interview questions click here.
Telephone interview:
A telephone interview is conducted over the phone, typically as an initial screening process before inviting candidates for a face to face interview. Recruiters assess the candidate's communication skills, confidence and general fit for the role through a series of questions and discussions.
Face to face interview:
This is the most traditional type of interview where the recruiter meets the candidate in person. It usually takes place at the company's premises or a designated location. The recruiter assesses the candidate's qualifications, skills and suitability for the role through a structured conversation.
Interview questions for face to face interview.
Video interview:
With the advancement of technology, video interviews have become increasingly popular. Recruiters use platforms like:
- Zoom
- Teams
- Google Meet
to conduct interviews remotely. Video interviews mimic face to face interactions and enable recruiters to evaluate candidates' non verbal cues, presentation skills and professionalism.
Remote interview:
A remote interview is conducted using video conferencing tools, allowing recruiters to evaluate candidates' suitability for a role without being physically present. Remote interviews simulate face to face interactions and typically involve a conversation between the recruiter and the candidate over a video call. It allows recruiters to assess a candidate's communication skills, professionalism and adaptability to remote work environments.
Panel interview:
In a panel interview, multiple recruiters and hiring line managers form a panel and conduct the interview together. Each panel member may have a specific area of focus or expertise. This type of interview allows for a more comprehensive evaluation of the candidate's abilities and provides different perspectives on their suitability for the position.
Questions for panel interviews.
Group interview:
In a group interview, multiple candidates are interviewed simultaneously by one or more recruiters. This format allows recruiters to observe candidates' interaction, teamwork and leadership abilities. Group interviews often involve group exercises or discussions to assess how candidates perform in a team setting.
Assessment centre:
An assessment centre is an extended evaluation process that can span over a day or multiple days. It involves various activities such as:
- Group discussions
- Role plays
- Case studies (will be elaborated on the next paragraph)
- Presentations
- Aptitude tests
Recruiters observe candidates' performance in different scenarios to assess their skills, competencies and potential for the role.
Interview questions regarding the assessment centre.
Case interview:
Case interviews are commonly used in consulting and strategy roles to assess a candidate's problem solving abilities, analytical skills and strategic thinking.
Behavioural interview:
Behavioural interviews are designed to assess a candidate's past behavior and how they have handled specific situations in the past. The questions aim to understand the candidate's skills, competencies and suitability for the role.
Here are some sample questions for a behavioural interview.
Competency based interview:
In a competency based interview, recruiters focus on evaluating specific skills and behaviors required for the role. They ask questions that require candidates to provide real life examples of how they demonstrated certain competencies in their previous experiences. Recruiters assess the candidate's ability to handle various situations and challenges based on their past performance.
Compentency based interview questions.
Technical interview:
A technical interview is specifically designed to assess a candidate's knowledge, expertise and problem solving skills in a particular field. Recruiters may ask technical questions, present hypothetical scenarios or request the candidate to solve practical problems to evaluate their proficiency and suitability for the role.
Technical interview questions.
Informal or casual interview:
In an informal or casual interview, the questions aim to assess the candidate's personality, cultural fit and general compatibility with the company's values and environment.
Mock interview:
Mock interviews are practice sessions designed to simulate real interviews and help candidates improve their interview skills.
Here are some sample questions for a mock interview.
Off site interview:
Off site interviews typically refer to interviews conducted outside of the company's premises, such as at a coffee shop, coworking space or another location convenient for both the candidate and the interviewer.
Here are some sample questions for an off site interview.
Job fair interview:
Job fair interviews are typically shorter and more focused compared to traditional interviews. They aim to provide a brief opportunity for recruiters to assess a candidate's qualifications and potential fit for the company.
Here are some sample questions for a job fair interview.
Final interview:
Final interviews typically occur towards the end of the hiring process and are more in depth and comprehensive than earlier stages. These interviews often involve top decision makers within the company and serve to make the final assessment of the candidate's suitability for the role.
Here are some sample questions for a final interview.
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