The 10 types of job interviews

Most of us have ever had a job interview. And if not, generally we will all be exposed to it one day. There are different types of job interviews according to their format, structure, objective ...

In this article vWe will up to 10 different types of interview, how they are carried out and what are their most relevant characteristics.

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The interview: types of job interviews

The interview is the process from which the interviewer (also called a recruiter, recruiter or selector) collects information from a person (candidate) in relation to their experience, knowledge, attitudes and skills, to determine whether or not to fit a certain job vacancy (job offer or job offer).

In Human Resources, there are multiple types of interview. We are going to know here the 10 most frequent types of job interviews, attending to four parameters or classification criteria: format, structure, objective and number of participants.

According to the format

There are different parameters that allow us to divide the different types of job interviews. In this first selected parameter we will classify them according to their format.

The format has to do with the way of conducting the interview, and we find, broadly speaking, three types: telephone, face-to-face and videoconference interviews.

1. Telephone interview

The telephone interview, as its name suggests, is one that is carried out through a telephone call. When this interview is the first filter that the recruiter (selector) passes to select his candidate, we speak of a screening interview.

In this case, they are usually rather short filter interviews, with a list of structured questions (key questions) that allow to exclude candidates who do not fit the vacancy.

Also, it's an interview ideal to know how the person communicates, how he speaks, if he shows interest in the position, if he is understood, etc. These are more basic aspects in the requirements of any vacancy, although logically they will be of more importance in commercial positions, for example, than in IT positions.

On the other hand, the telephone interview can also be used when the candidate lives in another country and the face-to-face interview is more expensive or complicated.

2. Face-to-face interview

The second of the types of job interviews according to their format is the face-to-face interview. This, on many occasions, It is the characteristic of the second phase of any selection process (the first being the telephone interview).

Here the candidate or candidate already comes to the offices, or from the consultancy in charge of filling the vacancy of the client (company that demands their services), or of the company that offers the position (the job).

In this type of interview, other aspects beyond the telephone interview can be assessed, such as the non-verbal language (very important in job interviews), hygiene, the type of clothing of the candidate, etc.

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3. Video conference interview

Finally, according to its format, we find the interview by videoconference. In this case the interview is carried out through web platforms that allow videoconference calls (for example Skype or Whatsapp).

They tend to be more relaxed for the candidate, since they do not expose themselves as much to the interviewer, and in a way they have “more control” of the situation. In this type of interview, aspects such as verbal and non-verbal language can be assessed, as well as the responses of the candidate in relation to the position offered and her previous experience and knowledge in the field of question.

According to the structure

Considering the second classification parameter, we are going to know the different types of job interviews according to their structure.

1. Structured interview

The first of the types of job interviews according to their structure is the structured interview, which has a script behind, with the exact questions that will be asked to the candidate for the job offered.

These questions they are usually designed specifically for the interview in question, and follow an established order. In addition, other aspects are also usually regulated, such as: the tone of the conversation, the topics to be discussed, the times, etc. Here there is no room for improvisation, and the candidates go through the same process.

The structured interview is ideal for massive selection processes where there is little time to personalize the interviews, or for processes where the vacancy to be filled is highly automated.

2. Unstructured or free interview

The unstructured or free interview has no prior structure. In other words, the questions to be asked of the candidate have not been planned, and the interview is created “on the fly”. Although the recruiter knows the topics that he will address during the meeting, they can follow the order that the recruiter prefers. Of course, the recruiter is clear about what he is looking for in the candidate. It is a type of interview that is highly adapted to the candidate and the preferences of the interviewer, and where improvisation prevails.

It is an ideal type of interview for the job applicant to show himself as he is, and show her communication skills. Being such a free interview, it is easier for the "uncomfortable" silences to appear, and the candidate must know how to get out of them, while he "sells" himself as the best candidate for the position.

3. Semi-structured or mixed interview

In the third of the types of job interviews according to their structure, we find the semi-structured or mixed interview. In this case, it is a type of interview where the two previous types are mixed.

It is neither structured nor free, but rather a middle ground; thus, there is a previous script of questions and topics to be discussed, but it is flexible and does not have to be followed to the letter. In addition, open questions prevail, which allow open and long answers. In this type of interview, the recruiter can improvise at certain times.

Many selection experts consider the mixed interview as the most complete, because it is structured while remaining flexible.

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According to the objective

Attending to a new criterion or classification parameter (according to its objective), we find the following types of job interviews (although there may be more, these are the most frequent).

1. Tension interview

The first of the types of job interviews according to your objective is the stress interview. The objective of it is to evaluate what reaction the candidate shows to different stressful situations, and how it manages and modulates this reaction.

Here the control of emotions and impulsiveness is of great importance. In this type of interview, uncomfortable questions predominate, which have the mission of creating a cloudy environment to see how the candidate reacts (yes, the objective of the interview is always Sure).

2. Interview by competencies

Finally, we find the interview by competences, one of the most frequent in practically any selection process (especially in those processes of qualified jobs).

Its objective is to know the capacities, abilities and aptitudes of the / the candidate / a, in order to know if they will be adjusted to the future job position. Skills and traits such as: creativity, leadership, teamwork, empathy, etc. are analyzed. (depending on the place of work offered). This type of interview many times it is complemented with the use of tests.

According to the number of participants

Finally, according to the number of participants, we find the following two types of job interviews:

1. Individual interview

The individual interview is the "classic" interview, where a single candidate is interviewed by one or more recruiters. Within it, there are different ways of conducting the interview, which can be structured, free, etc.

2. Group interview

By contrast, the group interview is one that is carried out with a group of people. Within this type we find different subtypes of interview: group dynamics, focus group,... They are usually ideal to know the behavior of the individual in a group, their empathy, way of communicating, thinking, etc.

Bibliographic references:

• Díaz-Bravo, L., Torruco-García, U., Martínez-Hernández, M. and Varela-Ruiz, M. (2013). The interview, a flexible and dynamic resource. Medical Educational Research, 2 (7): pp. 162 - 167.
• Goodale, J.G. (1994). The interview. Techniques and applications for the company. Madrid: Pyramid.
• Puchol, L. (2006). The job interview book. (4th ed.). Editorial Díaz de Santos.
• Torrecilla, J.M. (2006). The interview. Madrid, Spain: Autonomous University of Madrid.