An interview is a formal conversation where one participant, known as the interviewer, poses questions to another participant, the interviewee, to gather information or assess suitability for a specific role. An interview is conducted to analyse a candidate, obtain information, assess qualification. Overall to find out is the candidate if the right choice for the position.

Interview process can be done in multiple stages. Beginning from applying to initial assessment, to possibly multiple interviews before the hiring is made.

Interviews are a valuable employee selection tool as they enable a comprehensive evaluation of candidate’s suitability, allow verification of application details, gather additional insights, and facilitate two-way information sharing. This makes interviews advantageous over other selection methods like application forms and psychological tests alone.

What are the types of interviews?

Structured Interviews: These involve predetermined questions that are asked in a specific order. This format ensures consistency and allows for easier comparison between candidates.

Semi-Structured Interviews: A mix of predetermined questions and open-ended ones, this type allows interviewers to explore topics more deeply while still covering essential areas.

Unstructured Interviews: These interviews have no set questions, allowing for a free-flowing conversation. This format can provide deeper insights but may lead to inconsistencies.

Behavioural Interviews: Focused on past behaviour as an indicator of future performance, candidates are asked to provide specific examples of how they handled situations in the past.

Situational Interviews: Candidates are presented with hypothetical scenarios related to the job and asked how they would handle them, assessing their problem-solving and critical thinking skills.

Panel Interviews: Conducted by multiple interviewers at once, this format allows for diverse perspectives but can be intimidating for candidates.

Group Interviews: Multiple candidates are interviewed together, often involving discussions or activities to assess teamwork and communication skills.

Informational Interviews: These are more informal and aimed at gathering information about a job, industry, or company rather than assessing a candidate for a specific position.

Telephone Interviews: Often used as a preliminary screening tool, these interviews save time and resources by allowing interviewers to assess candidates over the phone.

Video Interviews: Increasingly popular, especially in remote hiring processes, these allow for face-to-face interaction without the need for physical presence.

Stress Interviews: Rare and designed to assess how candidates handle pressure, these interviews may involve challenging questions or scenarios.

How to get an Interview?

Customize your resume and cover letter for each job you are apply to, highlighting the specific skills and experience that match the job requirements. Use different keywords from the job description in your application. Make use of your network and connections at companies you want to apply to. Get referrals from current employees, this can significantly raise your chances to get an interview. Connect with the hiring officers or the HR department via Linkedln or Email to express your interest in the position.

Follow up after applying. Call or email the hiring team within a few days to reiterate your interest. Make sure your follow ups are professional and patient. Hiring process can take time. Make sure your social media presence is strong such as your Linkedln showcasing your relevant skills and experience. Mention your personal or work websites highlighting your best works.