Behavioral and Non-Behavioral Interviews
There are different types of interviews that human resources managers and recruiters can use and in order to ensure the success of your interview, it is necessary to know all of them. Usually recruiters use one of the following types of interviews:
- Stress Interview
- Video-Conference Interview
- Telephone Interview
- Reverse-Role Interview
- Informal Interview
- Panel Interview
- Case Interview
- Performance Interview
- Layered-Questions Interview
- Assessment Instruments (Testing)
This is an artful type of the interview because it aims to put the prospective employee in a stressful situation in order to evaluate his or her responses and reactions to a stressful situation. If the candidate proves to be stress resilient, he or she passes the test.
With the advent and development of technology, video-conference interviews are becoming a common thing because they allow recruiters to reduce the cost and time they spend on searching for appropriate job candidates while increasing the scope of search.
Saving employer’s time, they are used to understand whether a face-to-face interview is necessary. This type of the interview is usually utilized to make a preliminary assessment of the prospective employee.
ust as the name suggests, it switches the roles of the interviewer and interviewee. It’s conducted to see how well the employee is prepared for the interview.
A relaxed and casual type of interview, which is aimed at helping the candidate feel at ease and talk comfortably. It makes the candidate reveal more information than they would if it was a formal interview.
It’s more like an exam, because this type of the interview entails 3 to 6 members from the organization, who ask a candidate different question to assess his or her knowledge, skills and abilities.
The most popular types of the interview should definitely include case interviews as they are becoming more and more popular. They are mostly used by management-consulting firms; their goal is to analyze the critical-thinking skills of the candidate. To accomplish this mission, the candidate is asked to analyze a given problem, which is called a case. Prospective employee should work out the best decision taking into consideration the given conditions of the case.
Here the recruiter asks the candidate to perform certain tasks from the job description of their position, to evaluate candidate’s knowledge and skills. It’s not the same as Case Interview, because Performance Interview focuses rather on knowledge than on critical thinking.
This type of the interview is often utilized by skilled interviewers. Here the interviewer asks a lot of questions in different areas, gathers information, and tries to identify discrepancies in the answers of the candidate.
Here assessments are used to test the candidate and see whether he/she fits for the job.
Each type of the interview requires its interview tips. All interview techniques that can be used by the interviewer should be thoroughly prepared for.