Job interview processes and methods

The different job interview processes and methods are a big question mark for both candidates and hiring managers. A job...
14 December 2022

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Job interview processes and methods

The different job interview processes and methods are a big question mark for both candidates and hiring managers.

A job interview should not be viewed with aversion but as a very useful tool in a selection process.

For this reason, in this article we will try to clear up the main doubts about its processes and methods.

What is a job interview?

A job interview is a technique used all over the world and is part of a company’s selection process strategy.

It is used to determine whether the candidate is suitable or fits the profile of the position applied.This process is mediated by the interviewer, a professional –usually from the HR department– who asks the questions and guides the conversation to define the outcome.

Job interview

Why is it important to interview a candidate?

The importance of interviewing a candidate lies in the fact that it gives the recruiter the opportunity to personally verify and listen to all the information provided by the candidate, as well as to get to know the personality of the candidate.

It also allows the interviewer to ask questions about the candidate’s previous work experience and strengths.

In turn, this communication process can lay the groundwork for the salary and next steps the candidate will need to take if selected to continue in the process.

The interviewee at this point in the process intuits that the profile provided is very similar to what the company is looking for, so effective communication with the person responsible for the selection process may be the key to achieving the desired results in the process.


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Job interview processes

The job interview processes begin when a company or institution needs to hire new personnel to fill a vacancy.

At this point, the human resources department begins to search for candidates. The selection of candidates for the position is done through various means and methods of recruitment.

Once there is a sufficient number of candidates, the next step is to select the most interesting ones and invite them for an interview.

Although it depends to a great extent on the type of interview you are conducting, all interviews generally consist of three distinct phases: presentation, development and closing.

Presentation

As the name suggests, in this phase, the person in charge of interviewing the candidate will introduce and explain the role within the company.

This person will also give a brief description of the position offered, how the interview will be conducted and the next steps in the process.

Development

This is where the interview method comes in and which we will discuss in the next section.

Broadly speaking, at this stage the interviewer gives the candidate the floor to explain the accumulated experience to date.

For the interviewee, this is the time to comment on aspects of the resume.

After this initial exchange, it is the interviewer’s turn to ask questions, both technical and personal.

It is important for the candidate to pay attention and answer the questions.

This phase also includes questions from the interviewer. In fact, it gives the interviewer a lot of dynamism and allows to know other aspects of the candidate, such as proactivity, as well as being a sign of interest in the offer.

Conclusion

Before saying goodbye, interviewers usually clear up any doubts about the next steps in the process, timelines or even salaries (depending on whether this is a more advanced interview).

This is an opportunity for candidates to show their continued interest in the position and their full availability for further interviews.

Job interview processes and methods

Job interview methods

Depending on the needs and nature of the company looking to fill a position, the method of interviewing may vary.

For this post, we have compiled five, although many more can be found:

  1. Performance Interview.
  2. Stress Interview.
  3. Hypothetical Interview.
  4. Strengths Interview.
  5. Curious Question Interview.

Performance interview

This type of interview is based on performance questions.

These questions seek information about the employee’s job performance in previous positions and focus on the results and figures the employee has achieved so far.

In this case, it is useful to have reports of past experiences. For example, previous employee performance evaluations may be useful.

Stress interview

The purpose of this interview is to try to put the interviewee under pressure to observe how the candidate reacts to adverse situations.

Of course, it is usually about a problem or context they might find themselves in if hired and never about situations that are too extreme or personal.

Hypothetical interview questions

This type of interview consists of posing theoretical situations to determine the candidate’s attitudes and reactions.

The questions used usually follow guidelines such as “What would you do if a customer found a hair in a dish you served?”, a situation that can be very common in restaurants, or “Can you explain to a 5-year-old what an Airtag is for?”, which could be posed by Apple.

Method of interview

Strengths-based interview

The strengths-based interview, as the name suggests, focuses on identifying the candidate’s strengths and differentiators.

Some of the most sought-after strengths are:

  • Leadership.
  • Positivity.
  • Curiosity.
  • Perseverance.
  • Career goals and objectives.
  • Education.
  • Teamwork.

Interview with tricky questions

When we talk about an interview with tricky questions, we are referring to those that use complex questions that can be misleading.

There are two types:

  1. The puzzles.
  2. Fantasy questions. 

An example of the latter type would be: “How many basketballs can fit on a bus?”, something you can see out of context.

Obviously, these questions need to be fairly simple and designed to see the respondent’s reaction.

In any case, providing safe environments (whether face-to-face, telephone or selection interviews) in which objectively analyzable parameters can be established will improve your company’s attractiveness to talent.

With our proctoring plans, developed by experts in simple, effective and human control solutions, you will be able to implement and guarantee these safe environments. Request a free demo and discover the benefits of SMOWL.

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