Methods for interviewing job candidates
An interview is one of the most crucial points for a company to meet a potential candidate for a job vacancy. You not only potentially understand an applicant’s abilities, but also their personality, about how they approach problems and how they behave, to name a few. Being an interviewer is an arduous task, not only will they repeatedly ask and explain, but it is they who must scrutinize each and every applicant in order to find the right person for the right job. Preparing for an interview is the next step after selecting job candidates. Today’s recruiters can choose from numerous ways to conduct an interview. In addition to personal interviews, there are phone, video, or group interviews that you could use. Ideally, incorporate different interview methods into your hiring stage. This helps interviewers select the right person to fill the position.
In this segment, we will discuss the different types of interview methods so that you can choose which option is right for your company and your stage of hiring. Choosing your interview method at the right time is not child’s play. Read on to better understand the importance of each interview method.
5 interview methods
1. Telephone interview
This is usually the first stage of the interview process; Why? Because this interview method can be set up in as little as 15 minutes, it saves both candidate and recruiter time in the hiring process. The recruiter can prepare a questionnaire to get to know the candidate better and decide if the candidate can proceed to the next stage of the hiring process.
At this stage, you can assess the candidate’s communication skills, confidence, work ethic, motivation, and critical thinking skills. You can also check here if the applicant is at high risk of attrition when hired. Questions like what skills are you excellent at, what your day is like, why are you looking for a job change, and what do they expect of you as a company.
2. Video interview
Video interviews can be done live or on tape. You choose this interview method when you are not available to personally interview the candidate or would like to check the candidate’s body language. This method is reliable when you want to read a candidate’s facial expression and determine their sincerity.
A pre-recorded video interview is very useful if you are not available for live chat or have other things attended to at the same time. Live video interviews are very useful, on the other hand, if you want to evaluate a candidate for a managerial or executive position. Here you can see their facial expressions, body language, and charisma.
Live video interviews are the same as traditional personal interviews, the only difference is that you are doing it remotely through some online applications. There are several applications that employers use to conduct video interviews. We have Skype, Zoom, Slack, Google Meet, Google Hangouts, FB Messenger, and FaceTime, to name a few. It would be beneficial to both parties in terms of preparation time and travel time (for the applicant)
In the case of prerecorded video, also known as a one-way interview, the candidate answers the questions that the interviewer has set for them to answer and then reviews them. This video recording will be sent via a link to the company email or a copy of the video can be forwarded as an attachment.
3. Group interview
If you have few positions to fill and have received a large number of applicants, it is recommended to use the group interview method. It is where the interviewer establishes an interview between 2 or more candidates to fill a single position. Typically used by employers looking for the right fit with people skills, public speaking, a collaborative approach and a team player.
As an interviewer, it is suggested to prepare group questions and individual questions. This will help you assess whether a candidate can articulate their thoughts, respect others while speaking, and their soft skills in expressing their disagreement with someone else’s opinion. Group interviews also save time and decrease turnover, resulting in money savings for employers, which is why this method is included as step two of your hiring process.
4. Panel interview
Unlike the group interview in which the interviewer conducts an interview between more than 2 applicants, a panel interview is where an applicant answers the questions of a group of executives. This type of interview method is commonly used to fill managerial or executive positions. It is used when there are several opinions to consider and the position to be filled is essential for the success of the company. One of the C-suite executives will act as chair and the others will ask their questions.
Panel interviews also assess the candidate on how he handles pressure and stress and his level of confidence and communication skills. Although this type of interview would affect more time without work from several key positions in the company, this is a sure way to find the right one to fill a position that is beneficial for all.
5. Individual interview
This interview method is commonly done by the hiring manager or hiring manager as the last step in the hiring process. This face-to-face interview allows the Hiring Manager to assess whether this candidate profile fits the culture and, for some, to check if there is a chemistry between them and the potential employee.
This stage is also where the candidate is exhibited and sold. Therefore, it is recommended that the interviewer be more prepared when conducting this interview to detect whether the candidate deserves to set foot in the company or not. Although this type of method is time consuming, there is no other approach that is better than having a personal touch during an interview.
Knowing the different types of interview methods and the needs of your company is important when establishing a hiring process for your company. Deciding the number of stages in your hiring process also amounts to considering who should conduct the interview at each step. Your set of questions will also play an important role in selecting who, from the sea of applicants, deserves to fill the position.