Which interview to choose?

Depending on the different positions to be filled in your company, several forms of interviews are possible. These allow you to clearly identify the candidates that are presented to you. We asked Sabrina Généreux, recruitment consultant and headhunter at Inacre for 8 years, to give us a portrait of the different types of interviews:

Screening— Telephone interview

Pre-selection is an important step in choosing candidates. Despite the resume, sometimes with some people it just doesn’t work. And you know it from the first minutes of the interview. To avoid wasting time and money, carry out a first sorting using the preselection. It’s fast and inexpensive! After your questions, you will be able to give or not an appointment to the candidate if he has met your expectations.

Traditional interview (1 or + interviewers)

The traditional interview is the meeting between the candidate and the interviewer(s). Most questions are asked to get to know the candidate’s personality and skills. The questions will be oriented to assess experience, training and skills. This is also the time to check if the applicant corresponds to the culture of the organization.

The advantage of doing it with at least two interviewers:

• when one person asks the questions, the other can evaluate and mark the candidate’s answers
• having more than one recruiter reduces bias and prejudice
• have confirmation from several of the managers who will have to work with the candidate
• allow a better integration into the team after the selection

Group interview

The group interview brings together several candidates for the same position. Candidates interact together and the recruiter can then get an idea about each of them. This technique saves HR time by rescheduling candidates who have stood out.

This type of interview makes it possible to evaluate behavior, personality and reactions with future colleagues. More specifically, we can also assess candidates’ listening skills, team spirit, problem-solving skills and the ability to persuade. To assess these behaviors, the best form is role-playing or group problem solving.

The informal interview — Coffee or meal

The atypical interview can be done in front of a coffee, a meal or during an activity. In this way, the appointment is much less official than in the offices of the organization / by video. It will therefore be easier for the recruiter to see the true personality and reactions of the candidate. This is essential for a position with a lot of social interaction.

It is still important to have a plan for this kind of meeting. She can ramble and stray from the main topic and it is easy to forget to ask questions that are essential.

Interview with test

There are several types of tests that are requested before hiring a new member in a team. Whether psychometric tests or knowledge and skills tests. Psychometric tests are useful to clearly identify the values ​​and the compatibility between the candidate and the position. As for the aptitude tests, they ensure that the person has the knowledge required for the job. You have to see these tests as an audition for an actor.

It doesn’t matter what type of interview you decide to use to select your next employee. Make sure you have all the essential information to make your choice. The skills required may vary from one position to another, hence the importance of choosing the right interview!

Good recruitment!