Interview Formats and Styles

So you have an employment gap, you’ve written a killer description, announce it to the work boards and currently have a flood of candidates coming back in. You’re ready to interview, however, what quite interview does one need to do? contemplate the various interview formats and designs you'll be able to use and the pros and cons of every style.

Structure 

Once interviewing, you'll be able to select nearly any structure. You can have one single interviewer, group interviewer or have a candidate complete multiple interviews with completely different people. Every structures have their own pros and their cons.

Individual Interview 

The individual interview involves a candidate sitting down with one interviewer. This approach is nice as it permits for associate comprehensive understanding between the candidate and interviewer. In addition, as a result of its only 1 round, the interview method is way faster which is good for both the interviewer and the candidate. The cons are that the person doing the interviewing might not be the the sole person the candidate has to work with or for and as a result, different employers who ought to work with the candidate are left out in the cold and would not be able to raise additional job-specific queries.

Group Interview 

A group interview involves a panel of interviewers asking queries to the candidate. The pros of this methodology are that it permits additional staff to raise queries permitting the team to feel concerned about the queries and to raise job-specific queries that different interviewers might not recognize. As a result of its conjointly one interview, this method is comparatively fast that makes the candidate additional seemingly to simply accept if offered the position and makes the hiring method quicker and easier for the hiring through. 

The cons embody the lack of direct one on one communication, means the interview might lack the depth that will enable the interviewer to see if the candidate maybe a good cultural fit.

Multiple Round Interview 

Alternatively, you'll be able to have multiple ones on one interview. The advantage of this approach is that you simply get the benefits of the panel interview with multiple staff being concerned inside the hiring method as well as the one on one interaction that permits associate interviewer to get a good feel for a candidate and higher understanding if they're a good cultural match. 

However, the drawback is that this slows down the interview method as a result of the candidate should complete multiple rounds of interviews. this might increase the danger you lose a candidate to a different job or that it will increase your cost of hiring.

Types of Questions

There are 3 common styles of interview questions; normal/standard, behavioral and situational. To make the interview effective, it is best to use the combination of these three styles throughout the interviewing process, 

Behavioral  

Behavioral interview consists of queries about a specific behavior and ask the candidate to describe a time they explained that behavior. an associate example would be:

• Describe a time you were unable to finish your work on time and the way you handled it.

• Describe a time you disagreed with a supervisor on a vital issue.

• Describe a time you had to work in team with others.

They allow you to visualize if a candidate has the abilities you're trying to find and has used them within the past.

Situational

Situational interviews explore the long run and raise questions to a candidate what they might do in a hypothetical state of affairs. These include;

• What What would you do if a customer complaints about your company or product or service?

• How would you market your Product?

Environment

When interviewing you ought to be aware of  the kind of atmosphere you place the candidate in. Should the interview be quick-paced, difficult and stressful or the other end of the spectrum; a relaxed friendly spoken language or somewhere in between.

Although stressful inherently sounds dangerous in an interview, that's not necessarily the case. A the quick-paced and elaborated interview may be nice for determinant a candidate’s technical information and talent to assume on their feet. In this sense, stressful doesn't mean showing emotion traumatizing but focused and fast paced.

Deciding that format you utilize throughout your interview is vital as a result of it'll influence how much you can learn about candidates and the way they perform. Contemplate on the interview format and make a decision that fits your organization and interview goal.