Methods of Interviewing Job Candidates

An interview is one of the most important moments for a business to learn about a prospective applicant for an available employment position. Not only can it possibly comprehend the abilities of an applicant, but also their personality, on how they handle issues, and how they conduct themselves to mention a few. Being an interviewer is a tough work, not only will they be questioning and explaining constantly, but they are the ones to examine each and every candidate to be able to discover the appropriate person for the right position. Preparing for an interview is the next step to take after evaluating your job candidates. Numerous methods of conducting an interview are now accessible for recruiters to select from. Aside from personal interviews, there's phone, video, or group interviews that you may utilize. Incorporating various techniques of interviewing in your recruiting stage is excellent. This assists the interviewers in choosing the appropriate individual to fill the job.

In this section, we will cover the various kinds of interviewing techniques so you may pick which choice is appropriate for your business and your recruiting stage. Choosing your interviewing technique at the appropriate point is not a drawing straw game. Read on to better grasp the importance of each interviewing technique.

5 Interviewing Methods

1. Telephone Interview

This is typically the initial step of the interview process; why? Because this interviewing technique may be set up for as little as 15 minutes - saves both the applicant and the recruiter's time in the recruiting process. The recruiter may create a questionnaire to better know the individual and determine if the applicant can proceed to the next step of the recruiting process.

At this point, you may evaluate the candidate's communication abilities, confidence, work ethics, motivation and critical thinking ability. You may also check here whether the candidate is a high-risk for attrition when employed. Questions such as what talents they are excellent at, how their day-to-day looks like, why they want for a career change and what do they anticipate from you as a business.

2. Video Interview

Video interviews may be done live or via recorded. You select this interviewing technique when you are not available to physically interview the candidate or you would want to examine the applicant's body language. This technique is reliable when you wish to read a candidate's face expression and evaluate their genuineness.

A pre-recorded video interview is extremely useful if you are not available to talk live or have other things attend to at the same time. Live video interviews are extremely helpful on the other hand if you would want to evaluate a prospect for a management or executive job. Here, you can observe their facial expressions, body language, and charm.

Live video interviews are the same as the conventional personal interviews, the only difference is that you are conducting it remotely via certain internet applications. There are many applications that companies use to conduct video interviews. To name a few, we have Skype, Zoom, Slack, Google Meet, Google Hangouts, Facebook Messenger, and FaceTime. It would be advantageous for both sides in terms of time of preparation, and travel time (for the applicant) (for the applicant)

For pre-recorded video, often known as a one-way interview, the applicant answers the questions the interviewer has prepared for them to answer and evaluates them afterwards. This video recording will then be transmitted via a link to the business email or a copy of the movie may be sent as an attachment.

3. Group Interview

If you have few jobs to fill and have received a huge number of candidates, it is advised to utilize the group interview technique. It is when the interviewer arranges an interview with 2 or more applicants to fill one job solely. This is usually utilized by companies that are searching for the ideal one with people skills, public speaking abilities, collaborative attitude, and a team player.

As the interviewer, it is recommended to prepare group questions and individual inquiries. This can assist you evaluate if a candidate can communicate his ideas, respect others when they speak, and their soft skills while expressing disagreement towards another's viewpoint. Group interviews also reduce time and decreases turn over which leads in saving money for businesses therefore, this technique is included as the step two of their recruiting process.

4. Panel Interview

In contrast to the group interview when the interviewer hosts an interview among more than 2 candidates, a panel interview is where an applicant answers the questions from a group of executives. This kind of interviewing technique is frequently utilized for filling management or executive jobs. This is utilized when there are many views to consider and the job to fill is important for the success of the business. One of the executives of the C-suite will serve as the chairman and the others will throw in their queries.

Panel interviews also evaluate the applicant on how they manage pressure and stress and their degree of confidence and communication abilities. Although this kind of interview will effect more time off of work from different important roles of the business, this is a guaranteed method to discover the correct one to fill in a position that is advantageous for everyone.

5. Individual Interview

This interviewing technique is usually done by the HR Manager or the Recruiting Manager as the final stage of the hiring process. This face-to-face interview enables the Hiring Manager to assess if this applicant profile fits in the culture and for some, check whether there is a chemistry between them and the prospective employee.

This stage is also when the candidate displays and sells themselves. It is thus recommended that the interviewer be better prepared in holding this interview to identify whether the applicant deserves to put his foot in the business or not. Although this kind of technique is time-consuming, there is no other way that is better than having a personal touch during an interview.

Knowing the various kinds of interview techniques and your business requirements is essential when you are creating a recruitment strategy for your firm. Deciding the number of steps in your recruitment process is also equivalent to evaluating who should conduct the interview in each phase. Your set of questions will also play an essential part in selecting who from the sea of candidates is worthy to fill the job.