Types of Interviews: Part 2

Continuation of previous article

11.  Structured interview: 

These types of interviews are pre-planned, accurate and precise. The structure of the interview is pre-defined by the interviewer(s) like the questions, order of asking the questions, time given to answer the questions etc. The idea is to collect as much information as possible, about and from different candidates by asking them the same questions.  Later on their answers are compared and the person is sorted out, which suits the best, according to the needs of the company. Structured interview is sometimes also knows as standardised, patterned, directed or guided interview. 

12.  Un-structured interview: 

As the name suggests, it is an unstructured interview with nothing planned before hand. Generally different sets of questions are put forward in front of different candidates based on their resume and past experiences. These types of interviews are most prone to bias however projects a more realistic picture of the applicant’s personality, experience, skills, knowledge and compatibility. 

13.  Assessment centre interview:

Normally it is a mix of different types of interviews conducted by different people and also by a panel. A variety of interview techniques are employed and plethora of questions asked about your personality, preferences (personal and professional), technical skills, knowledge, logic, language, presentation skills, communication skills and so on. The purpose of these types of assessment centres is to get an in-depth view of your entire personality, professional skills and compatibilities. 

14.  Interviews with presentation: 

Candidates are asked for a face-to-face interview and prepare a presentation before hand about their previous work which would be discussed in the team.  These types of interviews are aimed to judge your presentation skills and your knowledge about the subject/project you have worked on and claimed to be your own. It is advisable to revise your work and be informed about the latest developments in the fields to be ready to answer and discuss any question fired at you. 

15.  Multiple interviews: 

Multiple interviews also known as sequential interviews involve a series of interviews, each one with a different representative of the company. Normally these types of interviews are conducted for professional jobs to assess the compatibility of the potential employee with the company. The initial phase of the interview focuses on finding out the basic information and the skills and abilities of the candidate. During the later phases the focus changes more on finding out how well the candidate would perform on job and if he/she fits well or not. After the interview is over, all the interviewers sit together and discuss about their evaluations of the candidate and then decide whether the candidate is ideal for the job or not. 

16.  Interview in a public place:

Sometimes the interviewer prefers to organise an interview in a public place like a coffee shop or a bar or a restaurant. It is possible that the job interview is for a field position and the company does not have a local office. Sometimes rather than inviting the candidates to the company the company sends its representative(s) to a pre-defined place (restaurant, coffee shop) and then the interviews are conducted. Rather than reimbursing for say 20 candidates the company pays for travelling only for 1 or 3 representatives and thus saves a lot of money. These types of interviews also come handy when the company wants to hire without its employees knowing that the company is in the hiring process. 

17.  Open job interview:

These types of interview are conducted on first come first serve bases. Normally a date and time is fixed and the suitable applicants are asked to come and attend the interview without any prior interaction with them. The most highly qualified and best suitable candidate is selected out of the pool of candidate appeared on the day of interview. 

18.  Informational interview:

These are not job interviews and are instead aimed at providing more in-depth information about a particular career. It is a chance for interested individuals to meet professional people and gather information and advice to decide whether to pursue the chosen career or divert to some other field. These types of interviews also help the individuals to establish contacts in industry which might prove to be helpful in future job hunting. 

19.  Screening interview:

This type of interview is mainly conducted by big companies to narrow down the number of potential candidates from a large number of applicants. Normally a person from the HRD will conduct this interview with an aim to judge your skills and qualifications for the job in question. It can be a telephonic, video or face-to-face screening with the same purpose. Once you get through this phase then comes the next phase of actual interview with a decision maker in the company. 

20.  On campus interview:

Generally applicant travel to the company or the institution to attend an interview, but in this case the companies or the potential employers visit the campus site of academic/technical institutes and conduct interviews. These types of interviews are mostly of the committee art and are conducted by 3 to 5 representatives of the company. After the interview all the interviewers sit together and decide whether to hire the candidate or not. 

21.  Ladder interview:

The interview evolves with every interaction between the interviewer and the applicant. The next question to be asked will be based on the answer of the previous question. This technique is employed to judge how and why you have behaved like the way you did in a particular situation. This gives an idea about your mental state, believes and values. It might prove to be helpful in evaluating how well and amicably you can handle stressful and difficult situations in a working environment. 

22.  Exit interview:

An exit interview is usually conducted when an employee leaves the company. This can be conducted by the immediate supervisor/boss or the Human Resource Department manager. This type of interviews are conducted to find out why the employee is leaving the company and get the feedback which paves way for further improvement. These types of interviews are very helpful in creating a positive image for the company in the mind of the employees, reduce labour turnover, and improve company’s policies and working environment. 


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