The different job interview processes are often a big question for both candidates (and therefore, those who are going to be interviewed) and, to a lesser extent, for human resources professionals.
For this reason, we will try to solve the main doubts about their processes and methods in this post. Because a job interview should not be seen with reluctance but as a handy tool in a selection process.
What is a job interview?
The job interview is a global technique used to carry out the selection process in a company. It is determined whether the interviewee is suitable or fits the profile to occupy the position they opt for. It is a process mediated by the interviewer, the professional who will ask the questions and guide the conversation to define the result.
Why interviewing is important
The importance of interviewing a candidate lies in the opportunity for the recruiter to personally verify and listen to all the information the candidate provides, in addition to getting to know their personality.
It also allows the interviewer to ask questions about the candidate’s previous job experience and strengths.
This communicative process can also lay the groundwork for salary and the next steps the candidate will need to take if they are chosen to continue in the process.
For candidates, the importance lies in the fact that reaching this point in the process shows that their profile is very similar to what the company is looking for, so effective communication can ensure good results in the process.
Process of job interview
The job interview process begins when a company or institution needs to hire new personnel to fill a vacancy.
At that moment, the Human Resources department or the hiring manager starts to look for candidates. How do they get the talent?
Well, through different means and methods of recruitment. When they already have a considerable number of candidates, the next step is to select those who seem most interesting and invite them for a job interview.
Usually, the selection process for the ideal person to fill the position required by the company begins with the reception of resumes, where the first impression of the potential candidates is received.
After analyzing the data, those who do not meet the required profile are discarded. The remaining candidates will go to the face-to-face or virtual job interview phase.
How does an interview process work?
Although it depends greatly on the type of job interview we are conducting, in general, job interviews consist of three distinct phases: the presentation, the development, and the conclusion.
As its name defines, in this phase, the person in charge of interviewing the candidate will introduce themselves and explain their role within the company. They will also briefly describe the position offered, how the interview will be conducted, and the next steps in the process.
This is where the interview method to be used comes into play and will be discussed in the next section.
Generally speaking, at this stage, the interviewer will give the floor to the candidate to explain their experience. For the interviewee, this is the time to comment on aspects of their resume.
After this initial exchange, it will be the interviewer’s turn to ask technical and personality questions. Here it is key for the candidate to maintain attention and answer what is being asked.
This phase also includes questions on the interviewee’s behalf. It gives the interviewer a lot of dynamism and allows them to know other aspects of the candidate, such as proactivity and being a sign of interest in the offer.
Before saying goodbye, the interviewers usually clarify some doubts about the next steps of the process, schedules, or even salaries (depending on whether it is a more advanced interview). Here, candidates can take the opportunity to continue to show interest in the position and to continue to show their full availability for further interviews.
Method of interview: which to use
Depending on the needs and nature of the company that wants to fill a vacancy, the typology or method of a job interview may be different. For this post, we have compiled five, although many more can be found:
- Performance interview
- Stress interview
- Hypothetical questions interview
- Strengths-based interview
- Tricky questions interview
This method of interviewing is based on performance questions. These questions seek information about the employee’s work performance in previous positions. It focuses on the results and figures the employee has achieved so far.
Here it is helpful to have reports of earlier experiences. Performance evaluations from previous positions, for example, can be helpful.
The objective of this job interview is to try to put the interviewee under pressure to observe how they respond to adverse situations. Of course, it is usually about a problem or context in which they might find themselves if hired, and never about situations that are too extreme or too personal.
Hypothetical questions interview
This type of job interview consists of posing theoretical situations to learn about 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.
The strengths-based interview focuses, as its name suggests, on detecting the candidate’s strengths and differential points. Some of the most desirable strengths are, for example, leadership, positivity, curiosity, perseverance, professional goals and objectives, training, and teamwork…
Tricky questions interview
When we talk about the trick interview, we refer to those that use complex questions that induce misunderstandings. There are two types: puzzles and fantasy questions. One example would be ‘How many basketballs can fit on a bus?’. As is evident, they are quite simple and serve to see the interviewee’s reaction.
In any case, providing safe environments (face-to-face interviews, phone interviews, screening interviews) where you can establish objectively analyzable parameters will improve your company’s appeal to talent.
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