Types of interviews

The most common type of interview that most applicants face is called qualifying (structured) interviews. Usually it consists of a number of standard questions, allowing for a short time to get acquainted with the professional and personal qualities of the candidate, check the information indicated in the summary.

Also such an interview may include creative questions, which are usually used to evaluate creativeabilities, individual qualities of character. Sometimes the purpose of such questions is to bring the applicant to a frank conversation, which you can not do with standard questions.

To narrower subspecies of such an interview can be attributed biographical interview (emphasis on the biography and life experience of the candidate) and attestation interview (includes strictly professional questions for assessing the level of qualifications of a specialist).

This interview technique is proven by time and experience, but there is information that is difficult to obtain by simply asking questions. In addition, the most typical questions oninterviews have long been known to most people in search of work, so that recruiters are often not answered the truth, but what (according to the job seekers) they would like to hear. Therefore HR "s use other types of interviews, which allow unobtrusively to extract from the candidate the necessary information.

One such type of interview is case-interview (situational interview). The interviewer describes the candidatesituation, the task of the applicant - to tell how he would act in this situation to solve the problem. Case-interviews help to learn more about personal qualities of character. Often it happens that the candidate writes his resourcefulness or stress resistance on the resume, and in a situational interview "fails".

But the case-interview is not as complex as it can beseem at first glance: they do not pressure you and give time for reflection. There are also much stricter types of interview, designed to catch you off guard. These include stress interview, during which the recruiter hascandidate psychological pressure, asking provocative questions, using accusatory tone, etc. The task of this type of interview is to test the candidate's stress resistance.

Some job seekers take a stressful interview at face value and give up their jobs, losing a good place. therefore If the recruiter presses on you, do not rush to say goodbye and leave: perhaps this is part of the test.

It is necessary to take care when all interview occurs in an atmosphere of psychological pressure: usually recruiters combine stress interviews and traditional interviews, because from one stressful interview you will not get all the necessary information about the candidate.

Also, the use of this type of interview should be alerted when interviewing for a position for which stress resistance is not one of the main requirements. Generally, carefully take a closer look at the recruiter, to understand who he is: a lover of new techniques in the field of recruitment or just an inadequate person.

Do not be surprised if at the interview you are offered to imagine yourself as a hero of a fairy tale: this is the so-called projective interview. It's a bit like a case study interview, but the differencein that in a situational interview you are offered to simulate a real situation, and you have a chance to guess what exactly they want from you. And in a projective interview you will unconsciously transfer to the hero your personal experience and knowledge, so the interviewer has more chances to get reliable information from you. But this kind of interview requires a highly professional recruiter, otherwise he will not be able to interpret the results.

If a large number of candidates for one position are used group interview types. Usually they are a business game: a group of candidates are given a task, and during its execution they observe how certain qualities and skills manifest themselves in group work.

It is worth mentioning such typesinterview, like a phone interview and online interview. The peculiarity of them is that communication with the recruiter occurs not in person, but by phone or via Skype. Such an interview can be standard, situational, etc. (unless it is difficult to put a stressful interview under such a communication). When these interview types are completed It is necessary to take into account the peculiarities of indirect communication with the employer.

There are other types of interviews, which are allocated according to different criteria. Briefly list them:

1. 
   On purpose: preliminary (screening) and selection interview. The first one is used to narrow the circle of candidates, the second - to select one-only, suitable for this position.
2. 
   
   By structure: rigid (structured, formalized) and free (non-formalized). The first is carried out according to a prearranged plan, the second is more like a secular conversation. Usually for the best result these kinds of interviews combine.

Some companies practice serial interview, in which the candidate consistently communicates with different representatives of the company: the HR manager, the department head, and so on.

As you can see, there are a lot of types of interviews, and Do not worry about facing one of them.: gather, and you will certainly succeed!