Most of us have ever had a job interview. And if not, we’ll usually all be exposed to it someday. There are different types of job interviews depending on their format, structure, objective…

In this article v we will be looking at up to 10 different types of interview , how they are conducted and what their most relevant characteristics are.

The Interview: Types of Job Interviews

The interview is the process from which the interviewer (also called recruiter or recruiter) collects information from a person (candidate) regarding his/her experience, knowledge, attitudes and skills, to determine whether or not he/she fits a certain job vacancy (job offer or position offered).

In Human Resources, there are multiple types of interviews. Here we will know the 10 most frequent types of job interviews, according to four parameters or classification criteria: format, structure, objective and number of participants.

According to the format

There are different parameters that allow us to divide the different types of job interviews. In this first selected parameter we will make the classification of the same ones according to their format.

The format has to do with the way the interview is conducted, and we find, broadly speaking, three types: telephone, face-to-face and videoconference interviews.

1. Telephone interview

The phone interview, as its name suggests, is the one that takes place through a phone call. When this interview is the first filter that the recruiter passes to select his candidate, we talk about a screening interview .

In this case, they are usually filter interviews, rather short, with a list of structured questions (key questions) that allow you to rule out candidates who do not fit the vacancy.

Furthermore, it is an ideal interview to find out how the person communicates, how he or she speaks, whether he or she shows interest in the position, whether he or she is understood, etc. These are more basic aspects in the requirements of any vacancy, although they will logically be more important in sales positions, for example, than in IT positions.

On the other hand, the telephone interview can also be used when the candidate lives in another country and the face-to-face interview is more expensive or complicated.

2. Face-to-face interview

The second type of job interview according to its format is the face-to-face interview. This, on many occasions, is the second phase of any selection process (the first being the telephone interview).

Here the candidate already comes to the offices, either from the consulting firm in charge of filling the vacancy of the client (company that demands its services), or from the company itself that offers the position (the job).

In this type of interview, other aspects can be evaluated beyond the telephone interview, such as non-verbal language (very important in job interviews), hygiene, the type of clothing of the candidate, etc.

3. Video conference interview

Finally, according to its format, we find the video conference interview. In this case the interview is conducted through web platforms that allow video conference calls (e.g. Skype or Whatsapp).

They tend to be more relaxed for the candidate, since they are not so exposed to the interviewer, and in a way they have “more control” of the situation. In this type of interview, aspects such as verbal and non-verbal language can be assessed, as well as the candidate’s responses in relation to the position offered and his/her experience and previous knowledge in the field in question.

According to the structure

According to the second classification parameter, we will know the different types of job interviews according to their structure .

1. Structured interview

The first type of job interview according to its structure is the structured interview, which has a script behind it, with the exact questions that will be asked to the candidate for the job offered.

These questions are usually designed specifically for the interview in question, and follow an established order . In addition, other aspects such as: the tone of the conversation, the topics to be discussed, the times, etc., are usually also marked. Here there is no margin for improvisation, and the candidates go through the same process.

The structured interview is ideal for massive selection processes where there is little time to personalize the interviews, or for processes where the vacancy to be filled is highly automated.

2. Unstructured or free interview

The unstructured or free interview has no previous structure. In other words, the questions to be asked to the candidate have not been planned, and the interview is created “on the fly”. Although the recruiter knows the topics he or she will address during the interview, they can follow the order that the recruiter prefers. However, the recruiter is clear about what he or she is looking for in the candidate. It is a type of interview that is very adapted to the candidate and to the interviewer’s preferences, and where improvisation prevails .

This is an ideal type of interview for the job applicant to show himself as he is, and to demonstrate his communication skills. Because the interview is so free, it is easier for “awkward” silences to appear, and the candidate should know how to get out of them, while “selling” himself as the best candidate for the job.

3. Semi-structured or mixed interview

In the third of the types of job interviews according to its structure, we find the semi-structured or mixed interview. In this case, it is a type of interview where the two previous types are mixed .

It is neither structured nor free, but rather a middle ground; thus, there is a prior script of questions and topics to be discussed, but it is flexible and does not have to be followed to the letter. Moreover, open questions prevail, which allow for open and extensive answers. In this type of interview the recruiter can improvise at certain times.

Many selection experts consider the mixed interview to be the most complete, because it is structured while remaining flexible.

Depending on the objective

According to a new criterion or classification parameter (according to its objective), we find the following types of job interviews (although there may be more, these are the most frequent).

1. Stress interview

The first type of job interview according to your objective is the stress interview. The aim of this interview is to evaluate what reaction the candidate shows to different stress situations , and how he/she manages and modulates this reaction.

Here the control of emotions and impulsiveness is of great importance. In this type of interview, uncomfortable questions predominate, which have the task of creating a murky atmosphere to see how the candidate reacts (although the objective of the interview is always clear).

2. Interview by competencies

Finally, we find the interview by competencies, one of the most frequent in practically any selection process (especially in those processes of qualified jobs).

Its objective is to know the capacities, abilities and aptitudes of the candidate, in order to know if these will adjust to the future work position. Skills and traits such as: creativity, leadership, teamwork, empathy, etc. are analysed. (depending on the workplace offered). This type of interview is often complemented with the use of tests .

According to the number of participants

Finally, according to the number of participants, we found the following two types of job interviews:

1. Individual interview

The individual interview is the “classic” interview, where a single candidate is interviewed by one or more recruiters . Within it, there are different ways of conducting the interview, which can be structured, free, etc.

2. Group interview

The group interview, on the other hand, is the one carried out with a group of people. Within this type we find different subtypes of interview: group dynamics, focus group,… They are usually ideal to know the behaviour of the individual in group , his empathy, way of communicating, thinking, etc.

Bibliographic references:

  • Díaz-Bravo, L., Torruco-García, U., Martínez-Hernández, M. and Varela-Ruiz, M. (2013). The interview, a flexible and dynamic resource. Medical educational research, 2(7): pp. 162 – 167.
  • Goodale, J.G.(1994). The interview. Techniques and applications for the company. Madrid: Pirámide.
  • Puchol, L. (2006). The job interview book. (4th Ed.). Editorial Díaz de Santos.
  • Turret, J.M. (2006). The interview. Madrid, Spain: Universidad Autónoma de Madrid.