In order to optimize this process, we have separated 8 interview formats that can assist you in the selection process and, thus, choose the ideal talent for your company. Check out:
- Structured interview
It is the one that has a pre-defined script of which questions and how they will be asked. In other words, the same questions are asked of all candidates and are usually asked through questionnaires that allow the candidate to answer only yes or no.
Due to its objectivity, the structured interview can be carried out not only in person, but also by telephone or internet. However, as a disadvantage, this method does not allow for a deeper understanding of the subjects dealt with. In this way, the structured interview is generally used at the beginning of the selection process as a first screening of candidates.
- Unstructured interview
The unstructured interview has greater autonomy on the part of the recruiter, who are free to let information about the candidate flow in a more relaxed conversation. Because it has a “chat” format, it is up to the recruiter not to lose focus on the interview and fail to obtain the necessary information about the candidate.
Without predetermined questions, the recruiter can define some topics to be addressed, such as academic background, professional experiences and interests, personal goals, etc. These issues should be addressed in an open manner, leaving the candidate more comfortable to express himself.
- Semi-structured interview
Currently widely used in selection processes, the semi-structured interview is a blend between the first two methods mentioned in this post. This method consists of pre-defined questions, however, with more space to change the script according to the progress of the interview.
In other words, the semi-structured interview comes down to a conversation with a previously determined script, but with greater flexibility to address different issues, both on the part of the recruiter and the interviewee.
- Technical Interview
As we mentioned earlier in this reading, the technical interview aims to check the candidate’s knowledge and skills in a given subject, differentiating him from the others. It is usually conducted by a collaborator in the same area and can be applied through tests or dynamics, among other ways.
- Group interview
This method allows the recruiter to evaluate several candidates at the same time and is generally used in selection processes that have many candidates per vacancy. But don’t confuse it with group dynamics .
The group interview works like a “sieve” in a chat with several candidates simultaneously. In this way, it is possible, immediately, to differentiate one competitor from the other, and the professionals that stand out from the others.
- Video interview
In a world dominated by technology, this method has been widely used today. The video interview is very practical because there is no need for the interviewee to move around. In addition to the convenience of this method and cost reduction, the video interview also allows candidates who are located in distant locations from the company to also participate in the selection process.
This method can be carried out in a live chat, or through recordings, in which the recruiter defines the questions and establishes a time for the professional to answer.
If the way chosen is the chat, it is necessary that both the recruiter and the interviewee choose a quiet time and place, without noise and interference from third parties, so that the dialogue is not hindered. It is also necessary, a good internet connection for the video interview to be carried out successfully.
Gamification is a trend in various areas of society and, in HR, it would be no different. The fact is that the use of games in selection processes can reveal talents and skills, in addition to revealing behaviors and actions that can occur in situations in the physical world.
This method boils down to creating situations that require logical thinking, behaviors, skills and abilities that the recruiter expects from the candidate. In this way, the challenge interview requires more planning and, therefore, applying them in group dynamics can facilitate the recruiter’s work.
- Skills interview
This is another model widely used in selection processes today. In the competency interview, the recruiter asks the candidate to present some real situations he has been through and show how he behaved in those moments and solved these challenges.
To use this method, prepare in advance situations in which the skills, abilities and attitudes needed for the job are assessed.
Did you see how many types of interviews there are and how they can facilitate your selection process? It is up to the recruiter to analyze and define what best fits your company’s expectations.
An unsuccessful interview that results in a wrong choice can lead to many problems for the company and dissatisfaction on the part of the employee and the organization.
Now that you know the types of interviews for the selection process, check out one that is carried out in an important HR process: dismissal !