Interviews are not just exchange of questions and answers. It entails a well-defined strategy to get the best insights from the candidate and it calls for the correct preparation.

“One important key to success is self-confidence. An important key to self-confidence is preparation.” –Arthur Ashe

Preparation is the key to achieve your goals. This motivation is equally applicable to the interviews as well. Both candidate and interviewer should do their research before taking a dive into the interview session. But, the preparation would only be fruitful if done correctly according to the structure of the interview, for there are multiple types of interviews. Lets look at each one of them.

Assessment Interview

Assessment interview is not one to one or personal interview. Instead, it contains the analytical test that ought to be done in a limited period of time. Many a times this would be the first level of any complete interview cycle. The majority of companies has the requirement to know the analytical skills in their candidate. The result of the test gives a clear idea to the companies to know the logical thought process in the candidate which comes quite handy in the day to day tasks.

Audition Interview

This kind of interview is more popular in sales and marketing roles. Candidates are expected to deliver an admirable speech or lucrative pitch to the interview panel. It also makes much sense to incorporate this type of interview in the recruitment process of sales roles, as it gives a transparent view to the candidate’s ability to perform on the job.

Case interview

This may sound somewhat familiar to assessment interview but technically it has more of the practical aspects involved in it. Interviewer presents the situational problem and gauge the candidate’s logical and clever approach to the problem. Usually, the situational problem revolves around the tasks that may come up in the execution of the job. Of course, candidates can be trained but it is also important to consider their approach to the situational problem because it is always better to look at a new angle to the problem and try to come up with a whole different but creative solutions.

Panel interview

It is a quite common type of interview wherein a group of interviewers are present to test the knowledge of the candidate. More often than not the interviewers are experts from varied background. This way company manages to test the different skills of the candidate in just a single interview. Given its importance, it is somewhat more popular in interviewing for the managerial positions.

Semi-structured interview

As the name suggest semi-structured interview is more flexible and it usually doesn't follow the strict pattern of structured interviews. Unlike structured interview where interview seems more like an interrogation, semi structured interview involves follow up questions and rather incorporate conversational elements. Hence, the interviewer would be able to dig deeper into the ability and skills of the candidate. Also, this type of interview doesn't put much pressure on the candidate due to its least formal nature and as a result candidates give relevant undisclosed answers and interviewer gets to know the clear answers.

Speed Interview

You might find speed interview probably in hiring events where numerous companies are gathered to source the skilled candidates. By and large, these interviews are of a very short duration i.e 3 mins wherein candidates get interviewed by each company. Evidently, one can not gauge the proper skill set of the candidate in just 3 mins, but it does give the fair idea to their aptitude and knowledge to the companies. The purpose of these events is to just introduce the potential pool of candidates to the companies. The final and proper interview happens in the company itself.