Group Job Interviews
Similar to a classic job interview. The variation consists in involving several applicants at once. The main advantage of this method is, first of all, time saving. This type selection process is most often held as a first round of interviews, for which it is necessary to select the most suitable candidates from a certain part of the pre-selected candidates.
For this type of interview, you can use model situations in which multiple candidates can be involved at the same time — for example, so that each candidate plays a role. With a model situation, you can better observe their behavior in given situations.
The advantage of the group interview is the possibility of grouping candidates into groups in which they collaborate on a project according to the assigned task. Assign a task to the group, provide supporting documents, leave room for analysis, brainstorming and then presenting the proposed solution. Tattoos method reveals teamwork ability, analytical skills and presentation skills.
Example: Present a portfolio of the selected product to a group of bidders. Let the candidate select the most important information about the product and enter the creation of the design of the product page on the site so that it is as clear as possible and incentivizes the customer to purchase. Finally, have all the proposals presented.
A variant of the group interview can also be assessment centerabout which we are at our blog have already written.
Job interviews as case studies
You can assess whether the candidate is the best fit for the job position with the help of a case study. Choose one of the situations that you have dealt with in the past in the company or invent a fictional situation based on real experience. Submit an assignment to the candidate and have a proposal for his solution be presented. This method will help to take a closer look at the decision-making abilities of the applicant.
Example: List the weaknesses of the company and let the candidate evaluate which weakness needs to be eliminated in the first place. Hear the candidate's proposal to eliminate the weakness and evaluate his analytical and decision-making abilities.
Panel interview
A panel interview is a type of interview in which a candidate is interviewed in front of several people by the employer, most often in front of several recruiters at the same time. Similar to this interview can also be an interview of the applicant with several employees of the company — with the HR specialists, the supervisor, the director of the company and the like. The questions that are asked in this interview are not directly given and each company adapts them according to their needs.
Video interviews
Under the video interview, there is not only an online interview conducted through available platforms. This is a modern form of job interview, in which the employer does not actively participate. Prepare a set of questions for your candidates that you want to know the answers to and send them to the candidate with a request to answer via video. It is a form of a so-called video questionnaire, which you can use especially during the first rounds of job interviews. You can organize video questionnaires on your own axis or use one of the online tools available on the market to organize them.
A video interview has several advantages. It will save not only your time, but also the applicant's travel costs. At the same time, it allows you to get to know the candidate in a somewhat more relaxed atmosphere, since the candidate will not face anyone from the company and will be able to answer questions from the comfort of his home.
Telephone interviews
To know the candidate's spontaneous and unprepared reactions, use the telephone interview method. Call the candidate and ask questions for which you want to know the candidate's spontaneous reactions. At the same time, you will be able to assess how the candidate goes on the phone and how he communicates. This interview method is suitable for positions where communication with the customer is key.
Pressure interviews
The least pleasant and most debatable form of interview from those listed here. Pressure interview or testing the applicant's natural reactions to stressful situations. Put the candidate under pressure and watch how he or she will react and deal with the stressful situation. Will he be uncomfortable? Indomitable? Or will it respond according to your wishes? The disadvantage of this selection process is the possibility of damaging the good name of the company and discouraging the applicant from working in your company. Therefore, if you choose this form of employee selection, try to go the golden mean and choose such a method so that you do not immediately discourage potential employees.
Example: Have candidates fill out a personality test or other questionnaire showing strengths and weaknesses. Evaluate the questionnaire and subsequently confront the applicant with the results. Interpret them so that the candidate has to defend himself. If the personality test shows that the employee is more of a leader type, ask how he will react if he has no decision-making powers in the position.
Behavioral Interviews
Behavioral interviewing is a designation for a type of job interview that focuses on a job applicant's practice and previous work experience. This method of staff selection assumes that the candidate's behavior in the past is reflected in his behavior in the future. The principle of this type of selection procedure is to ask how the applicant has behaved in the past in the given situations. The method is effective for predicting the job performance of the candidate.
Example: Have the candidate describe a problem he has recently dealt with his colleague or supervisor. Find out how he solved the problem.
Unusual job interviews
Now for something less traditional. Job interview over lunch or dinner? Less common in our country, but they take place. They are mainly used for filling high management positions. The aim is to get to know the applicant on neutral ground in a more pleasant environment. This type of interview works very well on the candidate in question and at the same time allows you to know the behavior of the candidate in ordinary situations.
An interview in the form of self-presentation is a special type in which you let only the candidate speak. Your task is to listen and observe the candidate's verbal and non-verbal behavior. Give the candidate a certain amount of time and give him space to introduce himself. It can be used as a first or second round of interview.
Whichever method you choose to select the most suitable candidate, remember that the selection process does not end with the recruitment of a new employee. See what opportunities it offers to HR professionals PINYA HR in the field of recruitment and onboarding of new employees; and try the demo version for free.
