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Methods of interviewing job candidates

An interview is one of the most crucial points for a company to meet a potential candidate for a vacant position. You not only potentially understand an applicant’s abilities, but also their personality, how they approach problems, and how they behave, to name a few. Being an interviewer is a tough job, not only will they be repeatedly asking and explaining, but they are the ones sifting through each and every candidate in order to find the right person for the right job. Preparing for an interview is the next step after screening job applicants. Numerous ways to conduct an interview are now available for recruiters to choose from. Aside from face-to-face interviews, there are phone, video, or group interviews you could use. Ideally, you should incorporate different interview methods into your hiring stage. This helps interviewers select the right person to fill the position.

In this segment, we’ll discuss the different types of interview methods so you can choose which option is right for your company and your stage of hiring. Choosing your interview method at the right stage is not a gamble. Read on to better understand the importance of each interview method.

5 interview methods

1. Telephone interview

This is usually the first stage of the interview process; because? Because this interview method can be set up in as little as 15 minutes, it saves both the candidate and the recruiter time in the hiring process. The recruiter can prepare a questionnaire to get to know the candidate better and decide if the applicant can proceed to the next stage of the recruitment process.

At this stage, you can assess the candidate’s communication skills, confidence, work ethic, motivation, and critical thinking ability. You can also check here if the applicant is at high risk of churn when hired. Questions like what skills are they good at, what is their day to day like, why are they looking for a job change, and what do they expect from you as a company.

2. Video interview

Video interviews can be done live or by recording. Choose this interview method when you are not available to personally interview the candidate or would like to review the candidate’s body language. This method is reliable when you want to read a candidate’s facial expression and determine his sincerity.

A pre-recorded video interview is very useful if you are not available to chat live or have other things going on at the same time. On the other hand, live video interviews are very useful if you want to assess a candidate for a managerial or executive position. Here you can see his facial expressions, body language, and charisma.

Live video interviews are the same as traditional face-to-face interviews, the only difference is that you are doing it remotely through some online applications. There are several apps that employers use to conduct video interviews. We have Skype, Zoom, Slack, Google Meet, Google Hangouts, FB Messenger, and FaceTime to name a few. It would be mutually beneficial in terms of preparation time and travel time (for the applicant)

For the pre-recorded video, also known as a one-way interview, the candidate answers the questions that the interviewer has assigned and reviews them afterwards. This video recording will be sent via a link to the company email or a copy of the video can be forwarded as an attachment.

3. Group interview

If you have few positions to fill and have received a large number of applicants, it is recommended to use the group interview method. It is where the interviewer sets up an interview between 2 or more candidates to fill a single position. This is normally used by employers looking for the right one with social skills, public speaking skills, a collaborative approach, and a team player.

As an interviewer, it is suggested to prepare group questions and individual questions. This will help you assess whether a candidate can articulate his thoughts, respect others as he speaks, and his interpersonal skills when expressing disagreement with another person’s opinion. Group interviews also save time and reduce turnover, resulting in money savings for employers, which is why this method is included as the second step in your hiring process.

4. Panel interview

In contrast to the group interview where the interviewer conducts an interview among more than 2 applicants, a panel interview is where an applicant answers questions from a group of executives. This type of interview method is commonly used to fill managerial or executive positions. It is used when there are several opinions to consider and the position to be filled is critical to the success of the company. One of the C-suite executives will act as chair and the others will ask their questions.

Panel interviews also test the candidate on how he handles pressure and stress and his level of confidence and communication skills. While this type of interview would result in more time away from work for several key company positions, this is a surefire way to find the right one for a win-win role.

5.Individual interview

This interview method is commonly conducted by the hiring manager or hiring manager as the last step in the hiring process. This face-to-face interview allows the hiring manager to assess whether this candidate’s profile fits the culture and, for some, to see if there is chemistry between them and the potential employee.

This stage is also where the candidate is showcased and sold. Therefore, it is recommended that the interviewer be more prepared when organizing this interview to detect if the candidate deserves to set foot in the company or not. Although this type of method is time consuming, there is no better approach than having a personal touch during an interview.

Knowing the different types of interview methods and the needs of your company is important when you are setting up a hiring process for your company. Deciding the number of stages in your recruiting process is also the same as considering who should conduct the interview at each step. Your set of questions will also play an important role in selecting who, among the sea of ​​applicants, is serving to fill the position.

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