● Personal Interview: Also known as an individual interview, this face-to-face meeting occurs between the recruiter and the candidate. The aim of such an interview type is to carefully scrutinize the aspirant to ensure that he/she is suitable for the job profile as well as the company culture. Questions like ‘Tell me about yourself” or “what are your professional achievements” are often asked in personal interviews.
● Panel Interview: In this type of interview, there are multiple interviewers who assess the candidate. All types of questions from expertise to future aspirations may be covered in these interviews. These may include different professionals from the team who assess the candidate on different grounds. The decision in such interviews is collective. In such interviews, the candidate is keenly observed based on their skill set and body language.
● Structured Interview: In such interviews, interviewers ask a fixed set of questions to all candidates and record the responses of every candidate. They grade these responses against a suitable scoring system and hire candidates based on this result. These can be open-ended or close-ended questions. If it is an open-ended question, then there can be multiple answers for a single question. If it is a close-ended question, there will only be a single answer. In this type of interview, the interviewer compares candidates based on their responses to these questions. A structured interview is beneficial for both interviewers and candidates because it eliminates biasness from the recruitment process.
● Unstructured Interview: It is a traditional interviewing method. Here, a conversation occurs conversationally and spontaneously. There is no set format and there can be all types of interview questions that you may not predict. The interviewer may already have questions or they might base them on the interview progress. Using an unstructured interview, interviewers gauge a candidate’s skills by comparing their performance to other candidates.
● Stress Interview: Employers gauge a candidate’s ability to respond to stress in different workplace situations using this interview style. These are challenging in nature since the interview assesses the response to stressful situations. It is a great interview style to find sensitive applicants who may lose their calm attitude in stressful situations. In such interviews, employers create anxiety to see the reaction of a candidate. Such types of interviews are common for high-stress job profiles.
● Situational interviews: In a situational interview, employers present a candidate with a problem posing situation. Through such interviews, an employer understands what action a candidate would take in various job-related situations. When answering such questions, employers expect a candidate to give answers related to similar situations a candidate handled in the past.
● Behavioural interviews: This is a technique which employers use to gauge and evaluate a candidate’s past behaviour in different situations. It helps in understanding how a candidate would perform in similar situations at work. Usually, the employer asks open-ended questions about specific situations and then tallies a candidate’s response against an anchored rating scale.
● Technical interviews: A technical interview is an interview type that helps an employer understand technical and job-related aptitude. When applying for healthcare, information technology, engineering and science, a candidate is more likely to face technical interviews. Through such interviews, an employer gauges your technical expertise.
● Off-site Interview: These are informal interviews where the candidate and interviewer meet at a place other than the office. The interviewer may invite the candidate over lunch/coffee. The aim of such interviews is to assess your personality outside the workplace.
● Working Interview: Unlike a traditional interview, here the job seeker is assigned a task. Based on the performance of this task, the employer assesses the aspirant. Through a working interview, the job seeker can showcase the actual skill set rather than the theoretical expertise.
● Exit Interview: Unlike other types of interviews, exit interview allows companies to gain a perspective on why employees leave their job. Employers interview employees to share their feedback on their work experience at the company.”