For many, going through a selection process is not an easy reality — shyness can hurt a lot, especially if the interview is together. Therefore, it is necessary to know what types of recruitment exist to be able to apply in your company.

This guide will show you a job interview must be prepared. Keep following and learn how to create the best ones for your organization! Good reading!

The importance of the job interview

The job interview is of paramount importance within a recruitment and selection process. After all, it is possible to get to know each candidate who applied for the vacancy better and closely.

This is a conversation in which the professional will have the chance to show the interviewer the relevant points of his resume. In addition to being able to better describe their strengths and characteristics. Therefore, it is important that she is frank, without hiding any information. That’s because many resumes, unfortunately, contain false data — which is not cool.

The purpose of the job interview is to obtain from the candidate additional information that was not described in the resume. In addition, it also serves to test knowledge of professionals. All this aimed at obtaining the necessary data about the person’s professional life to know if he really is the right candidate.

The interview models

Contrary to what many people know, there are several ways to conduct a job interview. Structuring and preparing one may not be an easy task. Therefore, it is important to know all the models, because the ideal type can vary a lot. This will depend on the company and the interviewer’s profile. Discover the three most used versions.

1-Structured interview

Every recruiter gets tense when conducting a job interview. After all, there is always that insecurity of “will I choose the right candidate?” or even the fear of forgetting the questions that should be asked during the process.

The structured interview model is represented by a script of questions that are previously established. But some questions that stand out should be asked of the candidate, such as:

• what are your main weaknesses and strengths?
• what is your biggest hobby?
• What are your short term goals?
• why did you choose this career?

2-Semi structured interview

The semi-structured interview model is one of the most used by HR professionals. This is because it allows the selection process to be directed with focus, but also with flexibility.

It is characterized by a set of previously established questions. However, unlike the structured one, the interviewer usually includes a question or a set of questions that were not planned. So, according to the conversation in the interview, it may be necessary to add other types of questions.

3-unstructured interview

The unstructured interview model is the complete opposite of the previous two. After all, the HR professional has full autonomy to ask the questions that he/she finds most correct according to the situation, that is, it is much more flexible!

Therefore, in this model, it is recommended that the recruiter establish some points of interest to be addressed, for example:

• technical experience;
• leadership experience ;
• academic education;
• personal interests.

The interviewer, throughout a job interview, needs to delve into each of these points.

The 12 different types of interviews to apply

For sure, the job interview is one of the scariest steps for a candidate — or at least for most of them. After all, they are unaware of the methods that will be applied so that only one is selected.

There are different types of job interviews . In this guide, you will meet 13 of them. Follow up!

1. Behavioral interview

This is one of the most used job interview templates lately. The behavioral interview aims to verify if the candidate’s personality and skills are compatible with the company’s organizational culture . In addition, it is possible to analyze the professional experiences that the person had and find out how they would react in work situations that demand challenges. Also, it can be conducted by someone from HR or the area manager.

2. Technical interview

The technical interview aims to analyze whether the candidate has sufficient technical knowledge to occupy the position. In this specific case, it can be done by an HR person or by an employee with a higher level than the candidate. Still, it is common that in this model the professional takes a practical test.

3. Interview with a case study

The case study interview aims to assess the candidate’s ability to solve problems. Therefore, in this model, a real or fictitious case can be studied. But it must be something that is present in the company’s routine, for example, an oral or written test.

4. Mock interview

The mock interview takes place before the final one — it’s like a preview. It serves for the candidate to introduce himself and spread his profile, leaving a good impression of himself. It’s a good time for HR to give the candidate feedback, informing the qualities and which points he needs to develop. Thus, he manages to prepare for the official interview.

5. Press conference

The press conference analyzes several candidates at the same time. It is usually the most feared by most, especially by those who are too shy. This is a very common model and is widely used by large companies or organizations where there are many candidates for a vacancy.

So it works like a sieve. Doing group dynamics is one way to carry out this interview. Also, it is indicated to know the similar skills and technical knowledge of the professionals evaluated.

6. Panel interview

This interview template looks at a candidate from multiple perspectives. During his driving, several recruiters enter the room and ask questions related to the tasks and the daily life of the position. In this case, it is conducted by several evaluators, but only one candidate.

7. Online or remote interview

In this moment of digital transformation that the country is going through, this will be the most used type of interview. After all, carrying out the job interview process remotely is more practical and speeds up the entire selection. It is still an excellent alternative for cost reduction.

This type of interview is conducted via Skype or another online recruitment platform , where HR and candidate can communicate via video call. In this process, the person responsible for the selection asks the questions remotely and can even apply a practical test.

8. Staged interview

This is a type of interview that should be applied when there is no urgency to fill the position. After all, as the name suggests, there will be more than one conversation or test.

9. Challenge interview

The purpose of this type of interview is to involve people in playful situations so that they can achieve specific results. Therefore, it has the motivational objective, integration, to meet goals and also to hire professionals.

The idea is to create situations where the candidate has to use their logical reasoning, what they have learned from past experiences and other skills and competences. In addition, it is an interview that requires a lot of planning.

10. Stress interview

Typically, the stress interview is not used much by HRs. However, it serves to assess how the candidate behaves in stressful situations — it can be asking the professional fast-paced questions, for example.

11. Exit interview

The exit interview is used to talk to employees who have been terminated from the company. The objective is to understand the reasons that led to this departure, providing the organization with the opportunity to reassess its processes.

12. Field interview

It is a type of interview that takes place when recruiters travel to universities to interview students who excel in their field. A modality still little explored in Brazil.

The roadmap for planning the interview

Many HR professionals wonder, especially early in their careers, how to do a job interview . The script is a guide that can help you get to the right candidate information. Through it, it is possible for HR to know the person’s personal and professional experiences. To create a good script you need:

• ask general questions and focus on the interviewee’s past;
• motivate the candidate to speak 70% to 80% of the time;
• maintain eye contact, but make the candidate comfortable;
• don’t ask compromising questions.

What are the advantages of applying for a job interview?

There are several benefits of applying the job interview in your company’s selection processes. Check out some:

• it allows to obtain rich information and, in some moments, with great depth;
• have different testimonies from people who live in different contexts, whether cultural or language;
• can identify a person’s attitude when in a group;
• a lot of information can be explored as it is a flexible process;
• allows interaction;
• information more accurately;
• It is a low cost technique.