Four-fold Interview Processes Give the Best Candidate

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Share the postAn interview is the most popular way to select candidates in an organization,…

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An interview is the most popular way to select candidates in an organization, a way that most companies follow. The interaction between the interviewer(s) and the applicant(s) acts as a powerful tool to extract unambiguous information meticulously.

In this post, we look at the four common types of interviews practiced in most organizations:

Preliminary Interview: This interview refers to the initial screening of applicants. It decides if the candidate is suitable to move on to the next step in the interview or not. At this stage, candidates are given the job description to help them to decide if and how well they fit into the job role.

Stress Interview: Generally, trained and skilled interviewers take stress interviews of applicants. People are different when under stress than when they are in a tension-free ambiance. The day to day functioning of an organization is not always tension-free. So, a stress interview is taken to check how the applicant reacts under stress. This method uses interruptions and criticism of candidate’s opinion. It brings out various personality traits of candidates which will not be exposed in other interviews.

Depth Interview:  This interview is conducted by highly qualified people from both the HR and domain-specific teams and it is an important interview. Here the candidate is questioned on topics that cover everything from his life history, work experience, qualifications, hobbies, and more. This method is helpful for executive selection.

Patterned Interview: This interview is a combination of direct and indirect questions.  Applicants are asked various types of questions in a pattern and suddenly the pattern is changed to something directly opposite. These are intended to throw the interviewee off guard in a bid to get the most honest and specific responses.

These types of interviews can also be combined to get the best results. For example, an organization can employ a combination of preliminary and depth interviews or a combination of stress and depth interviews or a combination of all four at different levels. This depends on the organization recruitment practices and policy.

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