What is Interview and Types of Interviews

What is Interview and Types of Interviews

An interview is a formal conversation between two or more people, typically conducted to assess a candidate’s suitability for a job, evaluate their qualifications, and determine whether they are a good fit for a particular role or organization. Interviews are a common and essential part of the hiring process and can take various forms, each serving a specific purpose. Here are some common types of interviews:

Traditional Face-to-Face Interview

This is the most common type of interview, where a candidate meets with one or more interviewers in person. It may take place at the company’s office or a designated interview location.

Phone Interview

Phone interviews are conducted over the phone, usually as an initial screening. They are often used to narrow down the pool of candidates before inviting them for in-person interviews.

Video Interview

Video interviews use platforms like Zoom, Skype, or video conferencing software to conduct remote interviews. They are similar to in-person interviews but are conducted virtually.

Panel Interview

In a panel interview, a candidate is interviewed by a group of interviewers, typically from different departments or levels within the organization. It allows for multiple perspectives on the candidate.

Behavioral Interview

Behavioral interviews focus on assessing a candidate’s past behavior and experiences. Interviewers ask questions that require candidates to provide specific examples of how they have handled situations in the past.

Technical Interview

Technical interviews are commonly used in technical fields like software development or engineering. They assess a candidate’s technical skills and problem-solving abilities through coding challenges or technical questions.

Group Interview

In group interviews, multiple candidates are interviewed simultaneously, often in the form of group discussions, case studies, or team exercises. This format assesses teamwork and communication skills.

Stress Interview

Stress interviews are designed to put candidates under pressure to observe how they handle stress and challenging situations. Interviewers may use tough questions or confrontational tactics.

Assessment Center

Assessment centers involve a series of exercises, tests, and simulations to evaluate a candidate’s abilities, including leadership, problem-solving, and interpersonal skills. They are often used for managerial or leadership positions.

Skype or Virtual Reality (VR) Interview

Some companies use VR technology for virtual interviews, providing a more immersive experience where candidates can interact with a virtual representation of the workplace or team.

Structured Interview

Structured interviews involve a predefined set of questions asked to all candidates. This format allows for consistent evaluation but may be less flexible in addressing unique candidate qualities.

Unstructured Interview

In unstructured interviews, the conversation flows freely, and interviewers ask open-ended questions based on the candidate’s responses. This format can be more conversational and exploratory.

Second or Final Interview

After initial rounds of interviews, candidates may be invited for a second or final interview to meet with different interviewers or discuss more specific aspects of the role.

Informal Interview

Informal interviews may take place over a casual coffee meeting or lunch. They are used to assess a candidate’s personality, cultural fit, and interpersonal skills in a relaxed setting.

Phone Screen Interview

Phone screen interviews are brief conversations aimed at verifying a candidate’s basic qualifications and interest in the role before proceeding to a more in-depth interview.

Each type of Interview preparation classes in Chandigarh It serves a unique purpose, and employers choose the format(s) that best align with their hiring goals and the nature of the job. Candidates should prepare accordingly and adapt their interview strategies to the specific type of interview they are facing.

What are the steps of the interview process?

The interview process typically consists of several steps that employers use to evaluate and select candidates for a job. While the specific steps and their order can vary by company and industry, here are the common stages of the interview process:

Resume/Application Review

The process often begins with employers reviewing resumes and job applications submitted by candidates. They look for qualifications, relevant experience, skills, and educational background to create a shortlist of potential candidates.

Phone Screening:

Employers may conduct a brief phone interview to screen candidates and assess their basic qualifications, interest in the position, and communication skills. Phone screens are usually conducted by HR or recruiters.

Initial Interview

The first in-person interview is typically conducted by HR or a hiring manager. It serves as an opportunity to learn more about the candidate’s background, experience, and motivations. It may include questions about the candidate’s resume and work history.

Technical or Skills Assessment

For positions requiring specific technical or job-related skills, candidates may be asked to complete a technical assessment, test, or task. This can include coding tests, writing samples, or presentations.

Behavioral Interview

Candidates may participate in a behavioral interview, where they are asked to provide specific examples of past experiences and how they handled various situations. This helps assess soft skills, problem-solving abilities, and cultural fit.

Panel or Group Interview

In some cases, candidates meet with a panel of interviewers, which may include managers, team members, or cross-functional stakeholders. This allows for multiple perspectives on the candidate.

Second/Final Interview

After the initial round of interviews, selected candidates are often invited back for a second or final interview. This may involve meeting with different interviewers, discussing the role in greater detail, and addressing specific questions or concerns.

Assessment Center

For certain roles, especially in management or leadership positions, candidates may participate in an assessment center. This can include exercises, simulations, and group activities designed to evaluate their abilities.

Reference Checks

Employers may contact the candidate’s provided references to verify information and gain insights into the candidate’s work history and character.

Background Check

Employers often conduct background checks to verify a candidate’s education, employment history, and criminal record, among other things.

Offer Letter

If a candidate successfully passes all previous stages and the employer is interested in extending an offer, they will typically send an offer letter outlining the terms and conditions of employment.

Negotiation and Acceptance

The candidate may negotiate salary, benefits, and other aspects of the job offer before accepting it. This may involve back-and-forth discussions with the employer.


Once the candidate accepts the offer, they go through the onboarding process, which includes paperwork, orientation, and integration into the company’s culture and systems.

Probationary Period

Some employers have a probationary period during which a new employee’s performance is closely monitored and evaluated before full employment status is granted.

Training and Development

Employers may provide training and opportunities for professional development to help the new employee succeed in their role.

The Interview course in Chandigarh process can be tailored to the specific needs and requirements of the job and the organization. It is essential for candidates to prepare thoroughly, research the company, and practice interview skills at each stage to increase their chances of success.

Read more article:- Digiexpertzz.

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