waht type of interview structure would you use?
When deciding on the type of interview structure to use, there are various factors to consider, such as the nature of the position, the goals of the interview, and the resources available. Here are a few commonly used interview structures and how to determine which one to use:
1. Traditional/Structured Interviews: These interviews follow a set format and focus on specific job-related skills, qualifications, and experience. It involves asking predetermined questions and evaluating responses based on predefined criteria. Use this structure when consistency and fairness are essential, or when multiple interviewers need to compare candidates systematically.
2. Behavioral Interviews: This approach focuses on past behavior as an indicator of future performance. Candidates are asked questions about specific situations, the actions they took, and the results achieved. To conduct a behavioral interview, identify key competencies required for the role and create questions that prompt candidates to provide detailed examples of their relevant experiences.
3. Case Interviews: This structure assesses problem-solving and analytical skills by presenting candidates with hypothetical business scenarios and asking them to provide solutions or recommendations. Case interviews are commonly used for consulting, finance, and other roles requiring critical thinking and problem-solving abilities. To conduct a case interview, develop a challenging scenario or business problem related to the job, and assess the candidate's approach, reasoning, and communication skills.
4. Panel Interviews: In panel interviews, multiple interviewers from different departments or levels within the organization simultaneously assess a candidate. This structure allows for a broader range of perspectives and reduces personal biases. Plan in advance to ensure each panelist has specific criteria or questions to evaluate, and consider rotating who leads the discussion to ensure each panelist has an opportunity to participate actively.
5. Competency-Based Interviews: These interviews assess specific competencies or skills required for the role. The questions are designed to gather evidence on how well candidates meet each competency. To conduct a competency-based interview, identify the critical competencies for the position and develop questions that elicit behavioral examples that demonstrate the candidate's proficiency in each area.
When deciding on the interview structure, consider the job requirements, the skills you want to assess, and how well each structure aligns with those objectives. The chosen format should allow for a fair and comprehensive evaluation of candidates' qualifications and potential for success in the role.