What types of interviews are there?

The best way for an employer to find out his future employee, his professional skills, personal qualities, attitude to work, to the team and to labor property is an interview. And also at the interview, the employee can specify for himself the amount of wages, the possibility of career growth, the nature of the work.

The interview helps both parties to make an informed and correct decision for further joint cooperation. Let us consider in more detail what types of interviews exist.

In order not to make a mistake in choosing a new member of the labor collective, first of all, you need to determine what type of interview is best suited for the task. Existing types of interviews by certain criteria can be divided into several subgroups.

In content, they can be of several varieties.

• Biographical. This type of interview is most often used to conduct interviews when applying for a job. It implies questions about the personality of the newcomer: about educational institutions where he received professional skills, about his work experience (and on the proposed position) and his previous place of work. You can learn about the reasons for dismissal from a previous job, marital status, the presence of personality traits that are necessary for further work.
• Situational. This interview contains a set of specific tasks that help the employer determine the level of professionalism, stress resistance, the presence of certain character traits and psychological characteristics of the applicant.

In the form of interviews are as follows:

• individual;
• group.

The organization can distinguish the following types of interviews:

• in one step;
• in several stages.

Consider the main types of interviews.

For some specialties, it is necessary to determine the level of stress resistance of candidates. therefore use interviews with questions that offend a person’s feelings, family values ​​and professional skills, or include tasks that require increased attention and concentrationbut the implementation of which is hindered by a variety of distracting factors: noise, temperature excesses, the presence of strangers, other applicants, an unusual environment.

This specific type of interview is necessary when hiring people of certain specialties, whose work sphere is associated with risk, with everyday communication with a large number of people, with everyday stressful situations at work. It is often used in face-to-face interviews on vacancies in banking, tax, insurance, various departments for working with clients, journalism and television, trade and psychology.

This interview is used when testing the applicant without work experience or when hiring for a leadership position, or for a position that requires great communication skills. During the interview, the employer in the form of a business game, it gives the applicant certain tasks that allow you to identify the level of knowledge, professional experience, ingenuity, the level of thinking, creativity and response to the situation. And also using this method you can evaluate the personal qualities of the applicant, whether or not the charter and internal values ​​of the company are suitable.

As simulated situations, a way out of which the applicant should find, they use either real problems of the given enterprise, or imaginary, but possible on the specifics of this enterprise.

When conducting such an interview, it is understood that all interview questions are clearly divided by specific topics, there is a certain structure. Most often used before a face-to-face interview questionnaire filling method a large number of applicants, and all have identical questions and are structured in such a way that they require an open and detailed answer.

Based on this questionnaire, the selection of suitable candidates and their subsequent face-to-face interview are carried out. Further questions in the interview are also asked not randomly, but according to the intended plan, where all questions are divided into groups. Each group of questions helps to reveal certain properties of the character of the applicant, his professional skills, moral qualities, ability to cope with a stressful situation.

Competence is a set of personal and professional qualities of a person necessary for the performance of labor duties in a particular position. With such an interview, the employer takes into account the experience of the applicant in the previous place of work and evaluates his behavior and labor skills based on real past situations. A person is asked such questions in order to get answers in a detailed form about past positive work experience, about various critical situations and how to get out of them.

Pre-developed a checklist with a set of required competencies for a given position, and based on these requirements questions for interviews are compiled. It is advisable to immediately record the results of such an interview in specially prepared forms with a prescribed score system, where each competency is evaluated from several positions.

Another name for this interview is design. Its essence is that the applicant is asked questions about people and situations unrelated to him personally, and on the basis of his evaluative judgments, his chains of logical reasoning conclude about the identity of the applicant for this position. A person’s thoughts, as it were, give a projection on the description of other people, their thoughts and ways out of life situations.

This view consists only of questions concerning labor skills, professional experience and existing knowledge in a particular area of ​​work. Such an interview helps to evaluate the real experience and professionalism, the level of training of future personnel.

There are two types of group interviews.

• Interviews with several applicants simultaneously. It is carried out in the form of a competition, groups of five to twenty people form. With this method, the employer can introduce the features of the company, the vacant position of all job seekers at once and find out how a person behaves in an unusual situation, with strangers and in the team. For this, each candidate is asked to tell about himself, answer questions, prove himself in some abilities, skills, knowledge in solving the tasks. Tasks are collective (for a subgroup of several people) and individual.
• An interview with one applicant is conducted by a group of specialists of the enterprise. Among them may be a psychologist, an employee of the personnel department, a specialist from the department where the subject wants to go. Most often this is done in order to determine the presence of the professional qualities necessary for a future employee and certain personality traits.

This is a one-on-one interview with the jobseeker. Such an interview takes place in a more calm, relaxed atmosphere, unless it acts as part of a stressful interview. In an individual interview, it is easier for an applicant for a position to show himself in a more favorable light, since the level of excitement and fear is lower than with a massive crowd of people. But you need to remember that the main role in evaluating candidates is played by the subjective opinion of the leader, his personal preferences.

• In one step. The decision on hiring is made after one interview of the hiring person with an employee of the recruitment department or with the immediate supervisor. Most often this is a job that does not require special professional skills.
• In several stages. With this method, a person expects an individual interview with several representatives of this company at once. Interviews are conducted in stages, sometimes several days. This method allows you to filter out unsuitable candidates at the very beginning, in order to further test the most experienced and most suitable candidates for the future position, and from them based on all interviews to choose the most worthy.

Key interview techniques and questions asked by the interviewee form the basis of each interview method and allow you to divide them into systems.

• British The interviewer combines questions from a biographical interview and a technical one. It is important to find out what family values ​​a person has, what kind of education he received, whether he has his own family and what traditions exist in it, some data from the biography that characterize this person.This technique is suitable for those firms for which not only the level of technical preparedness of their specialists is important, but also the moral character of the company, where there is continuity of generations and a long historical path of development has been covered.
• Chinese Often a written statement of his biography is used, and also a person must describe what attracted him to his new work, what he has the main qualities and features that help in this work. Professional skills are assessed in the form of an exam.
• German Letters of recommendation from the previous place of work, as well as from teachers and masters from whom he was trained, are preliminary considered. It is believed that the acquired experience and skills of this specialist are evaluated in this way.
• American. The main focus is on the study of the creative characteristics of a person, his creativity, stress tolerance, versatility of perception and the ability to make the right decision. Most often, the interview is informal.

If a vacancy requires certain skills, experience or is it a candidate for a leadership position, then usually an interview is a mix of a variety of techniques and methods, phased interviews and solving business problems. It is called assessment. Each company draws up their assessments for a particular position, because they are designed to determine the competencies suitable for this job that the applicant has.

Accordingly, the questions depend on the type, type and method of the interview. But according to generally accepted rules, they can be divided into several types.

• Closed. When the answer to this question can be given in monosyllables, in the affirmative or in the negative. Analysis of the answer does not give an accurate idea of ​​the psychological and moral qualities of a person, but shows his professional experience and knowledge. Examples: “Have you had any public speaking experience?”, “How many people were in your unit?”
• Open. They encourage the interlocutor to give a detailed answer, to reflect, to reveal more deeply the ways of solving certain problems. For example: “What target audience is this product designed for?”, “What solution can you offer?”.

The following video will tell you more about the types of interviews.