What is the Type of Interview – Most job interviews are usually referred to as in-person interviews between applicants, job seekers, and representatives of companies and organizations offering answers and answers and answers. However, this is not the only type of practice.
Increasingly, companies are betting on other types of meetings that help them learn more and better about applicant skills. Get to know them and learn how to prepare for a job interview they can ask you.
What is the Type of Interview
- Personal Interview
- Panel Interview
- Group Interview
What is Personal Interview (PI?)
The most common of personal job interviewers. Observe this is in the middle of the restoration of the individual and the company, who are generally members of the human resources department.
There is no rain or a role model. The orders and statements served are determined solely by the interviewer’s reading. Nevertheless, no further blows are allowed to assist with the nature of this type of interview.
What is a Panel Interview?
This type of job interview is very similar to a personal interview. However, many interviewees intervened in this case, rather than just one. They are usually part of the organization’s human resources department.
There is no pre-established order or a specific theme, it totally depends on the interviewers. The depth of dialogue can be reached, but at the same time, the potential primary threat facing multiple interviewers can be overcome.
What is Group Interview?
The group is an interview, as its name suggests, in which a group of people participates instead of just one. This is similar to interviewing a panel, although in this case the applicant is interviewed by different people in different areas and therefore you should know some questions during a group work interview. This type of interview often happens that any company is a psychologist.
Each interviewer will evaluate the candidate according to his or her own criteria, and at the end of the interview the criteria will be consolidated and a general decision will be made about the applicant’s suitability.
When preparing for a group interview, you will need to know how to deal with a group work interview in English as it is common to have a simple interview.
Differences to be made according to the interview process:
- Structured interview
- Unstructured interview
- Mixed interview
- Tense interview
A structured or prepared interview is the most stable and rigorous of all, as it is based on a series of determined and unobtrusive questions that all applicants must answer in a particular situation.
This facilitates the integration of candidate criteria and assessments but does not allow the interviewer to find the most interesting things. It is recommended for companies that need to complete multiple tasks and cannot invest too much time in the selection process.
Expansion is variable, it depends on the ideals of the organization. This can be reduced to basic questions (most importantly) or can be quite widespread, raising questions about the candidate’s entire work history.
However, it is always advisable to make a small initial preparation about the issues that need to be raised. In many cases, all the detailed questions related to each field are also prepared in advance. With the interviewer helping to ease the candidate’s anxiety about the notes taken by the interviewer, he can focus completely on the response, as he understands that the formal nature of the questions is essential that the information will be recorded and when it does not act out of his own curiosity, he asks the interviewer a personal question. An established standard Allows following.
However, such interviews are not recommended for structured interviews, depending on the case, as both the interviewer and the applicant may have the feeling of being immersed in a mechanical process that is counterintuitive in many cases.
Structured or free interviewing is one that allows you to feature open-ended conversation without a pre-established command work This technique involves asking questions according to the answers during the interview.
So, unlike structured interviews, in such cases of meeting with the interviewer, there is a rough idea of what to ask based on the type and characteristics of the answers and how to improve the questions. Furthermore, more emphasis is placed on the analysis of impressions than on information.
The main drawback of a national job interview is that the applicant’s knowledge, qualifications, knowledge, or areas of experience can be ignored, without a list of issues and issues that should be addressed. Important questions to ignore. This can be of no benefit to the company when it comes to losing interest information. Accordingly, there is no possibility of the interviewer reviewing the accuracy of the conclusion.
After all, this person is undoubtedly the one who loves the interviewers the most because he renounces independence.
A mixed or semi-structured interview is one that by its name implies that the interviewer presents a mixed strategy, structured questions, and intuitive questions.
This form is more complete, since the finished part allows comparisons between different candidates, allowing the open section to deepen the candidate’s specific characteristics. Therefore, it allows for greater freedom and flexibility in obtaining information. It is logical to find out what you can do to prepare questions for mixed job interviews before going to exams.
Stress or stress provocative interviewing is one that involves methods that create tension between the target candidate.
It is mainly used to fill positions in interviews that should be conducted in situations of great stress. In this case, the interviewer needs to know how the applicant responds to the stress component. People with slightly sensitive control often lose control, so they can detect fraud by carefully asking the candidate.
There are several ways to create stressful situations. Most common:
- Criticize the applicant’s opinion on certain issues
- Interrupt the interviewer
The candidate is calm after speaking
Other times it’s not just the interviewer that can create a stressful situation. Sometimes it is the candidates themselves who are not easy to interview, as they are the ones who try to conduct and conduct the interview, whether they are aware of it or not.
However, with the utmost care, this approach should be implemented. It should not be used with candidates who, in a stressful situation, have shown signs of emotional imbalance.
Generally, it should not be used at the beginning of the interview as this process makes it impossible to compare the general behavior of the candidate and the behavior. Or it should not be used at the end of the interview because it is appropriate to give the candidate a chance to overcome the tension before he/she passes. There is no point that a priority causes stress among all candidates. One can maintain one type of cold and ease, while the other may cause sensitive reactions.
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