A selection process in the company can be made up of different types of tests aimed at choosing a candidate who meets the competencies of that job position. Each professional acquires greater self-confidence in overcoming these types of dynamics from her own experience. What are the different types of job interviews? In Psychology-Online, we list which are the most frequent in a selection process.
Index
- Job interview by phone
- Individual job interview
- Group work interview
- Structured job interview
- Panel job interview
- Tension interview
- Online job interview
1. Job interview by phone.
The area of communication through which the conversation that focuses the interview on an interview of this type is developed is the telephone line. In this type of interview, the information transmitted through body language is not present, but rather that which part of words and tone of voice. This type of test is usually short-lived.
2. Individual job interview.
It is that interview in which the candidate goes to the company to hold a meeting with the interviewer. The professional conducting the interview asks candidates questions about their academic and professional life to deepen the knowledge about the curriculum, always observing the selection of talent based on the diagnosis of competencies carried out for said job title.
In this type of job interview, the candidate sends information about himself through his verbal and body language. Discover here the types of non-verbal communication.
3. Group work interview.
Differentiating the different types of interviews based on the number of participants, this test can not only be individual but also group. In this case, interviewer raises questions in context in which different candidates are present. This creates a particular characteristic that from a situational point of view also allows the manager to observe how the candidates behave in their interaction with others.
4. Structured job interview.
The interviews carried out under this scheme in the context of a personnel selection process are based on a fixed question list that are made to the different candidates who apply for said job position. The characteristics of this type of sequence are different from those of an interview with questions that are not predetermined in advance in a free interview that follows a more rhythmic flexible. In this type of job interview, the questionnaires may appear as the Zulliger test for personnel selection.
5. Panel job interview.
While in a group interview, an interviewer meets with several candidates or in an interview individual, a single candidate receives the questions of the person in charge of the interview, in a test of this type, the person answer the questions of several interviewers. This type of test is not frequent in a selection process compared to the individual interview, however, it is possible.
Its approach allows the company to obtain more information about the candidate from the observations made by the different human resources participants that establish a feedback.
6. Tension interview.
It may happen that the company is selecting a person for a job in which the professional has to manage complex situations from calm. Sometimes, companies use the stress interview to find out what the candidate's response is when he is exposed to stressful situations, for example. That is, they are interviews that have a situational character and that beyond what a candidate says about himself, they offer the observable confrontation of the experience in an interview experiential.
Creating a climate of this type is the very objective of the interview from the beginning, that is, it is the inherent motivation in choosing this test in a selection process. To do this, the interviewer may pose the questions in an impolite or polite tone. The main feeling that the candidate experiences during the interview is discomfort. Although the interviewer can also produce this effect, beyond words, through prolonged silences.
If a job interview always involves getting out of your usual comfort zone, this type of test breaks even more with the predictable of that comfort zone.
7. Online job interview.
Finally, in this article on types of job interviews, we will talk about the online interview.
New technologies have opened the door to new communication techniques. The very essence of the individual interview can be transferred to a context other than the face-to-face setting, specifically, it can be developed through an online conversation. Due to the characteristics of this type of test, this interview is especially recommended when the candidate lives in another city.
This type of communication medium does not it only has strengths, but also weaknesses. For example, technical errors may occur in the Internet connection.
Throughout a selection process to apply for a job in a company, a candidate can take several of these tests.
This article is merely informative, in Psychology-Online we do not have the power to make a diagnosis or recommend a treatment. We invite you to go to a psychologist to treat your particular case.
If you want to read more articles similar to Types of job interviews, we recommend that you enter our category of Human Resources.
