An Important Door
The recruitment interview is the most important door in the company that shuts out bad or incompetent bosses and toxic co-workers. Yet, it is a task that most interviewers treat as secondary tasks and as an afterthought.
When bad or in competent bosses or toxic workers entered the company through the door and stayed, the business starts to lose good employees as they usually are the ones that are able to find another job. Next, business operations will start to spiral downward.
Short Overview on Interview Arrangements
With so much written on the internet and in books about interview arrangements, I am just going to give a short overview in point form.
- Who to conduct the interview
- How many people involved
- How many rounds
- Email messages requesting for specific information
- Phone interview
- Skype interview
- Video conferencing interview
- Checking social media
These are also known as task oriented, assessment or testing interviews
- Tests (paper or computer)
- Questions and answers sheet. This could include giving answers to given cases (case interview)
These are sometimes known as practical interviews
- Demonstration, for example cooking
- Presentation (prepare and present powerpoint slides)
- Portfolio interview
- Audition interview
- One to one (personal or individual interview)
- Multiple one to one interview (Sequential, that is over a period of time or Serial, all within a day)
- Single panel (panel interviews are also known as committee interviews)
- Split panels (sequential interview)
- Group interview (several candidates at 1 interview)
- Tag-team interview (would be peers are present as observers)
- Peer interview
Situational Interview Arrangement
- Breakfast, lunch or dinner interview (also called meal time interviews)
- Out of office interviews (for example at a coffee house)
- Stress interview (for example keeping the candidate waiting for an hour or more, a stern countenance of the interviewer, not allowing the candidate to finish a particular answer, cold stares, and lengthy silences)
Types of Interview Techniques
- Standard or traditional interview questions (sometimes called direct technique; directive or structured interview)
- Competency-based interview questions.
- Behavioural-based interview questions.
- Situational-based interview questions (demonstrate soft skills, for example customer service skills; sometimes called performance interview)
- Case-based interview questions (demonstrate knowledge, for example market knowledge)
- Problem-solving interview questions (demonstrate analytical skills)
- Interrogative interview questions.
- Technical questions (technical interview)
- Open or closed end interview questions.
Compliance (such as Laws on Discrimination)
- National origin
- Sex and/or sexual orientation
- Marital status