Hey Guys, as per our surveys we find that candidates like VIRTUAL kind of interviews rather than Face-to-Face. But you know there are so many types of interviews with different kinds of formats and concepts. The format of the interviews depends on what kind of job you are applying for. So, today we want to give you all the information of interviews related to their types, format and, concept. Let’s start with the definition.
What is an Interview?
An interview is a method to gain information from a candidate through oral responses. It is a discussion between the interviewer and the candidate(interviewee), where the interviewer looks for replies from the candidate. People think the interview is the most difficult part of the entire selection process. But in TCI we make it simple by distributing the process in three tiers and discussing it later.
An interview means collecting additional information about a candidate. It obeys as the basis for judging an applicant with his/her job-related knowledge, abilities, and skills. If the individual should be interviewed further, eliminated, or hired.
Kinds of Interview:
- One-On-One
- Mass
- Phone
- Structured
- Unstructured
- Behavioral
- Situational
- Job-related
- Stress
- Panel
One-On-One Interview:
This one-on-one kind of interview is like one interviewer meeting one candidate. It is a typical employment interview, the candidate meets one-on-one with an interviewer. The interview may be emotional for the candidate, but meeting alone with the interviewer is often less terrifying.
Moreover, this interview was held in both kinds virtual and face-to-face. In TCI, we take this as Virtual according to your interest.
Group Interview (Mass Interview):
The group interview is a corresponding fresh technique. It is a procedure for finding leadership. There will be a group discussion of job applicants. The interviewers observe and judge the performance of the candidates. Moreover, it is a panel interview various candidates give together. The panel presents an issue and then watches how the candidate answers.
Phone Interview:
Employers do a few interviews on a call. These can be more precise than face-to-face interviews for judging a candidate’s exactitude, intelligence, and interpersonal values. Interestingly, neither party needs to worry about handshakes or appearance, so both can concentrate on answers. Moreover, candidates are surprised by an unexpected call from the recruiter and they give more spontaneous answers.
Directive (Structured ) Interview:
In structured interviews, there are lists of questions by the interviewer and they decided on responses in advance and also rate and score feasible answers. Moreover, an interview is made up of a list of job-related questions for each candidate known as a structured interview.
Nondirective (Unstructured ) Interview:
In unstructured interviews, there is no set concept to go after so the interview can take several ways. The absence of structure permits the interviewer to ask follow-up questions and go after points of interest as they grow. Moreover, this interview has explored open-ended questions. In this, different candidates have to face distinct questions.
Behavioral Interview:
In a behavioral interview, you ask candidates to present how they acted in authentic circumstances in the past. Applicants are asked what steps they have taken in job situations alike to circumstances they may experience on the job. Interestingly, this capability requires asking all candidates fixed questions about how they grasp past circumstances similar to circumstances they may be faced on the job.
Situational Interview:
In a situational interview, you ask the applicant what his/her behavior is in given circumstances. The interviewer asks candidates about the steps in different job-related circumstances. Moreover, interviews ask candidates to describe how they react to a hypothetical situation.
Job-related Interview:
In a job-related interview, the recruiter asks candidates questions about similar experiences. It is a list of job-related questions that focus. Moreover, the questions here don’t rotate around the hypothetical situation structure.
Stress Interview:
In a stress interview, the interviewer asks to make the candidate unbearable with occasionally impolite questions. The target is believably to spot sensitive candidates and those with low or high-stress tolerance. Moreover, stress interviews may help unearth supersensitive candidates who might exaggerate to mild appraise with anger and abuse. It deliberately creates anxiety to determine how a candidate will react to stress at the work.
Panel Interview:
A panel interview is also a board interview. It is an interview by a team of interviewers, who interview every single applicant and then recollect their ratings into a final score. Moreover, this style may not be realistic for jobs in which there are a great number of candidates that must be interviewed.
TriColor Initiatives
In TCI, we have very simple steps for hiring candidates. Let’s discuss the steps:
- Basic Screening: In which we arrange a recruiter and candidates meet, where we collect basic details of the candidates.
- Technical Screening: In this, the interviewer asks job-related questions.
- Group Discussion: This is the last and final step in which we describe to the candidates about our work culture and interact with each other.
