How to interview - 5 methods

Basic interview methods and their features
When planning an interview scenario, you need to determine in advance its purpose and methods. Not all interview methods are effective and appropriate.

For example, a group interview often does not bring results, but only knocks down the employer.

We have selected the 5 most effective interview methods.

Structured interview
One-on-one conversation, during which the eychar asks standard questions about education, experience, plans, skills and so on. This is a typical method of work, and according to statistics it is the most popular.

In a structured interview process, you can evaluate how a candidate suits the company in accordance with the given criteria.

Situational interview
Here the task of the personnel specialist is to check the candidate in the work and observe the course of thought. The applicant is given hypothetical situations and conditions, and he should try to resolve them in real time.

The result of the interview is a rough idea of ​​how the candidate will cope with the work.

Projective interview
Very similar to situational, but less commonly used. The methodology consists in the fact that all accents from the candidate are transferred to third parties.

The interviewer also sets hypothetical tasks and asks the applicant to comment on the actions of people who find themselves in a particular situation. The technique is aimed at distancing oneself from one's own experience. Thus, HR receives reliable information about the candidate and his values.

For example, to find out the reason for dismissal from a previous job, you can ask “What is most often dismissed for?” Or “What do you think is the most common reason for dismissal in Russia?”

Competency interview
The longest interview ever. Usually this method is used for re-interview.

Here they ask in detail about skills and specific competencies. As a rule, the interview is attended not only by a staff member, but also by a leading specialist.

Stress interview
Non-standard method. Depending on the purpose, several techniques are used to organize such an interview.

The goal is to assess stress resistance: the recruiter asks personal, provocative questions, violates the norms of behavior and openly goes into conflict.

Top managers, sales managers, support service operators check for conflict.

The goal is to find out the train of thought, check the level of creativity and assess the ability to find a way out of non-standard situations: the personnel specialist asks strange questions, logical tasks and absurd situations. Such interviews are called brainteaser (puzzle).

The presence of unconventional thinking is checked in creative professions that require originality and a flexible mind.