The 10 types of job interviews

A summary of the types of job interviews used in recruitment.

Most of us have all been through a job interview at some point. And if not, we will generally all be exposed to one at some point. There are different types of job interviews depending on their format, structure, objective...

In this article we will ve will see up to 10 different types of interviewshow they are carried out and what are their most relevant characteristics.

The interview: types of job interviews

The interview is the process from which the interviewer (also called recruiter, recruiter or selector) collects information from a person (candidate) in relation to his experience, knowledge, attitudes and skills, to determine whether or not you are a good fit for a particular job vacancy (job offer or job opening). (job offer or position offered).

In Human Resources, there are multiple types of interviews. We are going to know here the 10 most frequent types of job interviews, according to four parameters or classification criteria: format, structure, objective and number of participants.

According to the format

There are different parameters that allow us to divide the different types of job interviews. In this first selected parameter we will classify them according to their format.

The format has to do with the way the interview is conducted, and we find, broadly speaking, three types: telephone, face-to-face and videoconference interviews.

1. Telephone interview

The telephone interview, as its name suggests, is conducted via a telephone call. When this interview is the first filter that the recruiter passes to select his candidate, we speak of a screening interview..

In this case, they are usually filter interviews, rather short, with a list of structured questions (key questions) that allow to discard candidates that do not fit the vacancy.

It is also an ideal interview ideal to find out how the person communicates, how he/she speaks, if he/she shows interest in the position, if he/she is understood, etc. These are more basic aspects in the requirements of any vacancy, although logically they will be of more importance in commercial positions, for example, than in IT positions.

On the other hand, the telephone interview can also be used when the candidate lives in another country and a face-to-face interview is more costly or complicated.

2. Face-to-face interview

The second type of job interview, according to its format, is the face-to-face interview. This, on many occasions, is the second phase of any selection process, is the second phase of any selection process (the first being the telephone interview). (the first being the telephone interview).

Here the candidate comes to the offices of either the consulting firm in charge of filling the client's vacancy (the company demanding his or her services) or the company offering the position (the job).

In this type of interview, other aspects beyond the telephone interview can be assessed, such as non-verbal language (very important in job interviews), hygiene, the candidate's type of clothing, etc.

3. Interview by videoconference

Finally, according to its format, we find the interview by videoconference. In this case the interview is conducted through web platforms that allow video-conferencing calls (e.g. Skype or Whatsapp).

They are usually more relaxed for the candidate, since they are not so exposed to the interviewer, and in a way they have "more control" of the situation. In this type of interview, aspects such as verbal and non-verbal language can be assessed, as well as the candidate's answers in relation to the position offered and his or her previous experience and knowledge in the field in question.

According to the structure

According to the second classification parameter, we are going to know the different types of job interviews according to their structure.

1. Structured interview

The first of the types of job interviews according to its structure is the structured interview, which has a script behind it, with the exact questions to be asked to the candidate aspiring to the job offered.

These questions are usually designed specifically for the interview in question and follow a set order.. In addition, other aspects such as: the tone of the conversation, the topics to be covered, the timing, etc., are also usually established. Here there is no room for improvisation, and candidates go through the same process.

The structured interview is ideal for massive selection processes where there is little time to personalize the interviews, or for processes where the vacancy to be filled is highly automated.

2. Unstructured or free interview

The unstructured or free interview has no previous structure. In other words, the questions to be asked to the candidate are not planned, and the interview is created "on the fly". Although the recruiter knows the topics that will be addressed during the interview, they can follow the order that the recruiter prefers. However, the recruiter is clear about what he or she is looking for in the candidate. It is a type of interview that is very adaptable to the candidate and to the interviewer's preferences, and where improvisation prevails.

It is an ideal type of interview for the job applicant to show him/herself as he/she is, and to show his/her communication skills. As it is such a free interview, it is easier for "uncomfortable" silences to appear, and the candidate must know how to get out of them, while "selling" himself as the best candidate for the job.

3. Semi-structured or mixed interview

In the third of the types of job interviews according to their structure, we find the semi-structured or mixed interview. In this case, it is a type of interview in which the two previous types are mixed..

It is neither structured nor free, but rather a middle ground; thus, there is a previous script of questions and topics to be covered, but it is flexible and does not have to be followed to the letter. In addition, open-ended questions prevail, which allow for open-ended and extensive answers. In this type of interview, the recruiter can improvise at certain times.

Many selection experts consider the mixed interview as the most complete, because it is structured while remaining flexible.

Depending on the objective

According to a new classification criterion or parameter (according to their objective), we find the following types of job interviews (although there may be more, these are the most frequent).

1. Stress interview

The first of the types of job interviews according to their objective is the stress interview. The objective of the stress interview is to evaluate how the candidate reacts to different stressful situations and how he/she manages and modulates the stress.and how he/she manages and modulates this reaction.

Here the control of emotions and impulsivity is of great importance. This type of interview is dominated by uncomfortable questions, which have the mission of creating a cloudy atmosphere to see how the candidate reacts (of course, the objective of the interview is always clear).

2. Competency-based interview

Finally, we find the competency-based interview, one of the most frequent in practically any selection process (especially in those processes for qualified jobs).

Its objective is to know the abilities, skills and aptitudes of the candidate, in order to know if these will fit the future job position. Skills and traits such as: creativity, leadership, teamwork, empathy, etc. are analyzed. (depending on the job offered). This type of interview is often complemented by the use of tests..

Depending on the number of participants

Finally, according to the number of participants, we find the following two types of job interviews:

1. Individual interview

The individual interview is the "classic" interview, where a single candidate is interviewed by one or more a single candidate is interviewed by one or more recruiters.. Within the same, there are different ways of conducting the interview, which can be structured, free, etc.

2. Group interview

On the other hand, the group interview is the one conducted with a group of people. Within this type we find different subtypes of interview: group dynamics, focus group,.... They are usually ideal to learn about the behavior of the individual in a group, his empathy, the way he communicates and the way he behaves.their empathy, their way of communicating, thinking, etc.