Find out what the 5 types of job interview are

There are different types of job interviews, just as there are different types of candidates.

It sounds simple: the prospective employer asks questions, the candidate answers calmly and honestly and at the end of the interview you have found the ideal candidate. If only it were that easy. Interviews can be intimidating, but in reality they are an opportunity, if you know how to take advantage of it, to assess how valuable a profile is and to highlight those qualities that the CV may not do justice to.

The techniques for approaching an interview in one way or another vary depending on the objective pursued and the person in charge of the Human Resources Department. In this article, we show you what the types of interview are and what conditions the selection strategy.

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What is a job interview?

A job interview is basically a conversation between an employer and a candidate for a particular vacancy. During the interview, the interviewer has the opportunity to assess different criteria such as your qualifications and your body language in order to determine the suitability of the candidate.

An interview is a two-way street: one leads the candidate to the job he or she so desires and the other leads the recruiter to the ideal candidate for the job.

What are the types of interview?

The types of interview and their classification depend on different criteria such as the number of people involved, the medium used to communicate with the candidate, the mode in which the questions are presented and the degree of tension in the process. In the following we will name the main types according to the different criteria.

1. The number of participants

• Individual: In which only the interviewer and the interviewee are present. Often, the first interview (if there is more than one) is an individual interview.
• Collective:

• • One interviewee and several interviewers. Also known as a panel interview, where each interviewer will make a personal assessment of the candidate and all are considered for selection.

    It is possible for a candidate to be interviewed by several interviewers but not at the same time, but successively.

  • One interviewer and several interviewees: the aim is to assess the ability to express oneself in public.

    Sometimes, this type of interview often leads to group dynamics such as debates or exchanges of opinions between candidates. In this way, the interviewer can evaluate traits such as: leadership, persuasion, teamwork, among others.

2. The modality or structure

• Structured: The interview is conducted almost like a questionnaire. Specific questions are asked in order to obtain concrete answers in relation to objective information: education, work experience, personal interests, tastes, etc.

  It is rigid and systematic, so it is recommended to answer concisely and clearly. It is used to standardise evaluation criteria among HR staff. However, due to its lack of flexibility, it is becoming less and less common.

  ❗ The candidate may prepare for the most common questions, which could misrepresent the truthfulness of the answers.

• Free: General questions are asked to allow the candidate to speak freely in order to assess mainly personality traits. In this type of interview it is the candidate who directs the pace of the interview.

  The recruiter using this method is usually quite experienced and knows how to conduct the conversation discreetly in order to obtain the information he/she wants.

• Semi-structured or mixed: This type of interview is the most common, as it asks pointed questions but expects slightly more elaborate answers. The answers may lead to unplanned questions or a change in the pre-established order of the questions.

3. The format

• By telephone: This format is widely used for a first contact. It is often a short call, between 5 and 10 minutes, in which the aim is to clarify aspects of the CV that have not been sufficiently developed or that have caught the recruiter's attention.
• If the candidate is not prepared at the time of the call, he/she may request to be contacted at another time.
• Face-to-face: This is usually the interview after the first contact and plays a crucial role in the selection of the candidate. They are essential to evaluate the candidate's non-verbal language.
• Videocall: This type of interview is used when you want to assess part of the candidate's body language, but the conditions of travel are complicated. The level of tension is not as high as in a face-to-face interview; however, more formality is required than in a telephone interview.

  In times of pandemics, this method is one of the most commonly used.

4. The degree of tension

• Normal: Seeks to create a climate of trust. The interviewer tries to reassure the interviewee.
• Tense or hard: The interviewee's nerves and response to stressful situations are tested. Lack of time, interruptions, aggressive questions and doubts regarding skills, among others, are the techniques used to test the candidate.

  They are often used for positions with a high degree of stress and responsibility to assess how the candidate copes with the situation.

5. The moment

• Initial or preliminary: This is a short, shallow interview with generic questions. Its objective is to evaluate the professional's CV and thus reduce the number of potential candidates.
• Selection: Its objective is to evaluate the candidate's skills and suitability for the vacancy for which he/she is applying. It is based on a series of questions and answers and simulated situations that seek to reveal more about the interviewee.
• Final: At this point very few shortlisted candidates remain. During the final interview, more administrative issues such as conditions of employment, salary, etc. are discussed. If an offer is received, the candidate can take some time (24-48 hours) to reflect and give an answer.

Depending on the size of the company, a candidate may have only one interview directly with the hiring manager. However, the process becomes longer as the size of the company increases.

An interview can also be an interview for assessment, dealing with complaints, dismissal, promotion, etc.

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Tips to take with you to a job interview

Whether you are in the position of interviewee or interviewer, these tips will help you succeed in your next job interview:

• Be punctual;
• show interest in what your interview partner is saying, practice active listening;
• look for information about your counterpart before D-Day;
• take care of your image and your body and non-body language;
• be empathetic;
• end the interview on a positive note;
• candidate: the first 5 minutes of the interview are crucial.

Most recruiters make their decision within the first five minutes of the interview. After that, they only confirm their decision.

These are just a few tips on how to be prepared for a job interview. And you, do you have any you'd like to share with us in the comments? 👇