Group job interviews
Similar to a classic job interview. The variation consists in involving several candidates at the same time. The main advantage of this method is time saving. This type of selection procedure is most often organised as a first round of interviews, where the most suitable candidates have to be selected from a certain number of pre-selected candidates.
For this type of interview, you can use model situations that can involve multiple candidates at the same time - for example, by having each candidate play a role. In a model situation, you can better observe their behaviour in the situations.
The advantage of the group interview is the possibility of grouping candidates into groups in which they work together on a project according to the assigned task. Assign the group a task, provide supporting documents, leave them space for analysis, brainstorming and subsequent presentation of the proposed solution. This method reveals teamwork, analytical skills and presentation skills.
Example: present a portfolio of a selected product to a group of candidates. Have the candidates select the most important information about the product and assign the task of designing a product page on the website to make it as clear as possible and encourage the customer to buy. Finally, have all the designs presented.
A variant of the group interview can be the assessment centre, which we have already written about on our blog.
Job interviews as case studies
You can judge whether a candidate is the best person for the job by using a case study. Choose one of the situations you have dealt with in the past in the company or make up a fictitious situation based on real experience. Present the candidate with the assignment and have them present a proposed solution. This method will help to get a closer look at the candidate's decision-making skills.
Example: list the company's weaknesses and have the candidate evaluate which weakness needs to be eliminated first. Listen to the candidate's suggestion for eliminating the weakness and evaluate the candidate's analytical and decision-making skills.
Panel interview
A panel interview is a type of interview in which the candidate is interviewed in front of several people from the employer's side, most often several recruiters at the same time. An analogy of this interview can be an interview of the candidate with several employees of the company - with HR, a supervisor, the company director, etc. The questions that are asked in this interview are not directly given and each company adapts them to its needs.
Video interviews
A video interview is not just an online interview conducted via available platforms. It is a modern form of job interview in which the employer is not actively involved. Prepare a set of questions you want your candidates to know the answers to and send them to the candidate with a request to answer them via video. This is a form of video questionnaire that you can use especially in the first rounds of job interviews. You can organise the video questionnaires yourself or use one of the online tools available on the market to organise them.
Video interviewing has several advantages. It not only saves your time, but also the candidate's travel costs. It also allows you to get to know the candidate in a more relaxed atmosphere, as the candidate will not be face to face with anyone from the company and will have the opportunity to answer questions from the comfort of their own home.
Telephone interviews
If you want to know the candidate's spontaneous and unprepared reactions, use the telephone interview method. Call the candidate and ask questions where you want to know the candidate's spontaneous reactions. At the same time, you will be able to assess how the candidate comes across on the phone and how they communicate. This interview method is suitable for positions where customer communication is key.
Coercive interviews
The least enjoyable and most questionable form of interview of those listed here. The pressure interview, or testing the candidate's natural reactions to stressful situations. Put the candidate under pressure and observe how they react and deal with the stressful situation. Will he be uncomfortable? Uneasy? Or will he react as you expect? The downside of this selection process is the potential to damage the company's reputation and discourage the candidate from working for your company. So if you do choose this form of recruitment, try to take the happy medium and choose a method that won't immediately put off potential employees.
Example: have the candidate complete a personality test or other questionnaire showing strengths and weaknesses. Evaluate the questionnaire and then confront the candidate with the results. Interpret them so that the candidate has to defend himself. If the personality test showed that the employee is more of a leader type, ask how he or she will react if he or she has no decision-making authority in the position.
Behavioural interviews
Behavioral interviewing is the name given to a type of job interview that focuses on the job seeker's work experience and previous work experience. This method of selecting employees assumes that a candidate's past behavior will be reflected in his or her future behavior. The principle of this type of selection procedure is to ask how the candidate has behaved in the past in given situations. The method is effective for predicting a candidate's job performance.
Example: ask the candidate to describe a problem they have recently solved with a colleague or supervisor. Find out how he or she solved the problem.
Unusual job interviews
And now for something less traditional. A job interview over lunch or dinner? Less common here, but they do happen. They're mainly used to fill senior management positions. The goal is to get to know the candidate on neutral ground in a more comfortable environment. This type of interview has a very good effect on the candidate and also allows you to get to know the candidate's behaviour in everyday situations.
A self-presentation interview is a special type of interview in which you let only the candidate speak. Your task is to listen and observe the candidate's verbal and non-verbal behaviour. Set aside some time and give the candidate time to introduce themselves. This can be used as a first or second round interview.
Whatever method you choose to select the best candidate, remember that the selection process is not the end of the recruitment process. See what options PINYA HR offers recruiters in the area of recruitment and onboarding and try the free demo.
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