Not all interview types are the same.
Different job opportunities require hiring teams to assess for a wide variety of skills and qualifications. Depending on the size of your company, you may want to incorporate multiple members of your organization through several rounds of interviews.
There are plenty of ways to do this. But to get it right, you have to have a proper strategy in place to make sure you’re getting the information you need, while providing an optimal candidate experience.
Before starting the interview process, sit down with your hiring team and discuss what you need most, and how you plan to share feedback. Make sure you have a set of standard questions in place, and that you’ve identified the right skills and qualifications that are most important for the role.
Here's our breakdown of the top 10 most common interview types, and how you can work them into your hiring process:
The Screening Process
Phone interviews are typically used during the early stages of the interview process. They’re usually conducted by recruiting coordinators, sources or recruiters.
Benefits: A quick phone screening can help identify top talent and eliminate unqualified applicants. It also gives recruiters a chance to give candidates more information on the role, company culture, and what to expect during later interviews.
Tips: Phone screenings can often be difficult to schedule due to conflicting availabilities. Make sure your team has a solid scheduling system in place so candidates can connect with recruiters at times that work best.
Digital interviewing can be used at any time throughout the hiring process, but it’s most commonly used before candidates are called in for an in-person interview.
Benefits: On-Demand digital interviewing allows recruiters to send preset interview questions that candidates can answer on their own time, from wherever they may be. This allows recruiters to reach more candidates in shorter periods of time, ultimately cutting down on your company’s time-to-hire rate. It also helps connect remote workers who may live in different areas.
Tips: Digital interviewing can help standardize your hiring process by providing every candidate with the same questions for a particular position. Make sure you work with your hiring manager to determine the most effective questions for more in-depth evaluations for the position at hand.
In-person interviews are typically reserved for later-stage interviewing. They typically involve multiple people on your hiring team, and come in several different forms:
- One-on-One: Interviews between one member of your hiring team and the candidate. One-on-one interviews help individual members of your team get to know the candidate, and ask specific questions.
- Round Robin: Different members of your interview team take turns interviewing different candidates on a rotating basis. This helps eliminate interview fatigue by assigning specific interviews to various members of your team.
- Sequential: Sequential interviewing has candidates go through multiple rounds of interviews within a set time frame. This can be easier on the candidate, since they’ll meet with every member of your team in one day, instead of coming back multiple times, which may be hard on their schedule.
- Group (Panel): Several members meet with one candidate, or a group of candidates, during one interview setting. This allows for collaborative feedback, and can help your team test for cultural fit based on how they perform in a team-oriented evaluation.
Projects And Tests
Project-Based Interviews: Project-based interviews can help your hiring team assess how a candidate will perform the job at hand, in a real-time setting. This is especially helpful for more experienced workers with specific skill sets, or entry-level candidates who may not have prior work experience to showcase prior success.
Presentations: Like project-based interviews, presentations can be a great way for your hiring team to see how a candidate would perform at your company in real-time. Consider this type of interview format if you’re assessing for performance-based or client-facing roles that require a candidate to speak regularly in front of a crowd.
Skills Tests: Skill tests are typically used when evaluating for a very niche set of skills that are crucial to your job requirements. This type of interview can come in the form of a formal test, or a request for a candidate to submit a portfolio of work for prior companies.
Convey for Scheduling helps hiring teams reduce time spent manually scheduling interviews and spend more time focusing on delivering a remarkable candidate experience. Click here to learn more about how our platform can help you streamline your scheduling process.