13 Interview Techniques for Employers

Structured interviews follow a predetermined set of questions asked in a specific order to all candidates. This method ensures consistency and fairness in the evaluation process.

Structured interviews are particularly valuable for employers that need to maintain consistency across their hiring process, especially when multiple team members are involved in recruitment. They provide a solid foundation for making data-driven hiring decisions and can help prevent common interviewing pitfalls.

Unstructured interviews are more casual and conversational, without a set list of questions. The interviewer adapts their questions based on the candidate’s responses and the natural flow of the conversation.

Unstructured interviews can be particularly effective when culture fit and adaptability are crucial factors in hiring decisions. They allow for a more authentic interaction between interviewer and candidate, which can be especially valuable when hiring for roles that require strong interpersonal skills or creative thinking.

While unstructured interviews shouldn’t be your only evaluation method, they can complement more formal assessment techniques. Consider using them as part of a multi-stage interview process, perhaps following a structured initial screening. This combination allows you to benefit from both the consistency of structured interviews and the insights gained from more organic conversations.

Behavioral interviews focus on past experiences and actions to predict future performance. The idea is that past behavior is the best indicator of future behavior.

Behavioral interviews are particularly valuable for employers looking to hire experienced candidates with a track record of success in past roles. They help identify candidates who have demonstrated the specific skills and competencies needed for success in your organization, rather than those who simply interview well.

Situational interviews present hypothetical scenarios to candidates and ask how they would handle them. This technique assesses a candidate’s problem-solving skills and decision-making abilities.

Situational interviews are a great way to assess how candidates might handle unique challenges specific to their organization, but work best when combined with other interview techniques. Consider using them as part of a comprehensive interview process that includes behavioral questions and skills assessments. This multi-faceted approach provides a more complete picture of a candidate’s potential performance.

Skill assessments are practical tests or exercises designed to evaluate a candidate’s specific abilities relevant to the job. They provide objective evidence of a candidate’s capabilities, which can be especially important when building specialized teams.

While skill assessments are a great way to evaluate technical skills, don’t rely on them exclusively. Combine them with behavioral and situational interviews to evaluate both technical proficiency and soft skills.

Topgrading is a comprehensive, chronological interview method that covers a candidate’s entire career history in depth. It can be especially valuable for employers making critical hires for senior positions or roles where past performance is a crucial indicator of future success.

Sequential interviews, also known as serial interviews, involve a series of one-on-one interviews with different interviewers, typically conducted over the course of a single day or spread across multiple days. They provide a well-rounded view of the candidate and allow the candidate to get a deeper understanding of the company and role.

This approach can be combined with other techniques, such as having one interviewer conduct a behavioral interview while another focuses on technical skills. However, it’s important to balance thoroughness with efficiency to respect both the candidate’s time and your company’s resources.

Group interviews involve multiple candidates being interviewed simultaneously, often through group discussions or team exercises. They can be useful for employers that need to hire multiple positions simultaneously, want to assess team dynamics, or require strong collaboration skills.

While group interviews can be an efficient screening tool, they shouldn’t be your only evaluation method. Consider using them as an initial assessment followed by individual interviews with promising candidates. This combination allows you to observe both team dynamics and individual capabilities while maintaining a streamlined hiring process.

Panel interviews involve multiple interviewers questioning a single candidate simultaneously.

They’re especially useful for organizations where new hires will need to work across multiple departments or teams. They help ensure buy-in from various stakeholders and provide a more comprehensive evaluation of each candidate.

Phone interviews are usually preliminary screening conversations conducted over the phone to assess basic qualifications and interest. They’re a great way to efficiently screen candidates with minimal cost.

Video interviews use video conferencing technology to conduct face-to-face interviews remotely. They can help you expand your talent pool by making it easier for candidates to interview when they don’t live nearby or can’t take time away from work.

In-person interviews are face-to-face meetings conducted at the company’s office or another physical location. They provide the most comprehensive opportunity to assess both professional qualifications and cultural fit while giving candidates a real sense of your work environment.

While in-person interviews often provide the most complete picture of a candidate, they require significant time and resources to conduct. Consider using them as the final stage in a multi-step process that begins with phone or video screenings. This approach helps ensure you’re investing face-to-face time with the most promising candidates while maintaining an efficient hiring process.

Lunch interviews are informal interviews conducted in a more relaxed setting, such as a café or restaurant. They’re particularly valuable for employers looking to build strong relationships with potential hires, especially for senior positions.

Lunch interviews can be a great technique to combine with an unstructured panel interview, giving candidates and your team members an opportunity to get to know each other.