The Different Types of Interviews That You Probably Didn’t Know About

The different types of interviews are for the purpose of assessing varied candidate qualities, with each representing job interviews types to evaluate peculiar qualities among job candidates. While some candidates would not perform well in all types of interviews, a few which have done well in some job interview types will demonstrate very strong skill in those areas.

Below is a list of job interviews types you probably didn’t know about:

1.     Telephone Interview

In situations where candidates are required to perform phone call duties, employers may choose the option of using telephone interviews as part of the selection process. While this doesn’t allow the recruiters to assess candidate’s body language or if they are cheating by getting answers from a source, employers are able to evaluate how the candidates would respond to customers and generally assess some qualities. Telephone interviews could also be used during the prescreening process of candidates for other jobs for varied reasons. The call, which is usually scheduled, could last between 5 to 30 minutes, or vary more, depending on the purpose.

types of interviews

Telephone interviews could also be used during the pre-screening process of candidates for other jobs for varied reasons.

2.     Behavioral Interview

As the name implies, behavioral interviews involve the simulation of conditions to ascertain candidate’s likely behavior in the future. It’s deep probing among all types of interviews where examples are presented to candidates, allowing them to demonstrate real behaviors such as their creativity, problem-solving ability, communication skills, ability to work in a team, etc. Candidates may not necessarily use practical conditions while responding to behavioral interviews, verbal answers structured to present possible actions are also enough.

3.     Task-oriented Interview

There is no guarantee that candidates that have demonstrated strong skills taking theoretically questions can actually do well when hired for the positions. Recruiters leverage task-oriented interviews to give candidates real exercises where their creativity and analytical abilities are presented. Task-oriented job interviews also help employers to evaluate how organized their candidates can be, including their technical knowledge and communication skills. It’s one of the types of job interviews always used while recruiting teachers.

4.     Stress Interview

This is one of the rare job interviews types. Employers evaluate how candidates can handle pressure or stress and to spot their weaknesses. It simply involves constantly interrupting the candidate, pushing boundaries with antagonistic questions and fiercely interrogating them. It could have its disadvantages, even with the promising results. Most candidates would begin to imagine if they actually want to work for the company and doubt if you have a good corporate culture due to the subtly boundary pushing.

5.     Lunch interview

Lunch interviews are usually the second interview; after the candidate had scaled through the first, which could have been any of the types of interviews. Employers invite the candidates to lunch alongside other members, usually from the department they are supposed to be employed for, to assess how the candidates fit in. Though the candidates are allowed to order meals, what matters here is actually how they blend in with the team, the kind of questions they ask and how they utilize the opportunity.

6.     Informational interview

Informational is another bizarre type of interview. Candidates are allowed to ask questions in a specific career field while the recruiters use these questions to evaluate the candidates’ level of understanding. This form of conversational interview allows the candidate to learn more and also help the representing expert to score the candidate accordingly.

Conclusion

Recruiters can deploy several types of job interviews while recruiting a candidate to evaluate varied qualities. With standards getting compromised as candidates practice questions in those areas, new job interview types will continue to manifest to solve recruiting challenges. And employers are encouraged to adopt trendy candidate assessment techniques to meet new standards in talent hunting.

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