Types of Interviews for Technical Recruitment

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As an HR recruiter, you must know different types of interviews to conduct. Read this article and find out more about the types of interviews and their advantages and disadvantages.

Case interviews

In a high number of companies, case study interviews are most important in finding the best candidates. This is the way a case study interview works. You present a real-life business scenario to the candidate and you ask him to study the case. After that, you ask the candidate how he will handle the situation and which strategies he will use.

Coding interviews

If you want to assess the candidate’s coding skills there are different types of interview methods. For example online live coding interviews, pair-programming interviews, tech quizzes, and whiteboard interviews. The last one is very interesting because you ask the candidate to solve a problem by writing the code on a board, while the tech recruiter and the interviewing team are watching.

Competency-based interview or behavioral interview

These are the interviews where you measure the candidate’s past performance and predict the future ones. The questions are carefully selected and have a purpose to find out more about the candidate’s behavior and skills.

Final interview

This is the final round where you have a small number of candidate’s and you need to choose one who will be the best fit for your company. You need to choose wisely in this stage before you make the job offer. The final interview usually is with the CEO, the team leader, and the hiring manager.

Panel interview

Panel interviews are similar to one on one interviews. The only difference is that you have two or more interviewers in the room. This will ensure that there is a low chance of creating personal bias and there will be more realistic judgment. Only one person lead the interview, while the other one follow-up.

Phone interview

With the phone interview, you can hear the candidate’s voice and following his answers, you can have a clear insight into their personality. Phone interviews are effective because there is minimal waste of time and you can quickly eliminate the weaker candidates.

Second interview

With second interviews you can compare one candidate to another. The second interview can be to learn more about the soft skills of the candidate or it can be more like a technical interview.

Star format interview

This is a unique method for asking and answering questions about the candidate’s behavior. The STAR method will help you to find out more about the candidate’s work ethic and how he manages specific work situations. With the STAR method, you follow the next format situation, task, action, results.

Structured interview

A structured interview is also called a standardized interview. In this kind of interview, you ask the candidate a very specific set of questions. The answers are usually like a survey on a scale from 1 to 5.

Video interview

Video interviews are usually conducted on Skype, Google Hangouts, FaceTime, Zoom, and other alternatives. These interviews are more professional because you can actually see the candidate.

Working interview

A working interview is a place where the candidate can show the employer what are his skills and impress him. The only problem with working interviews is that they can last anywhere between a few hours to a couple of days.