Employment Interview Types and Methods

Exam Tip: Remember the distinction between "would" and "did." Situational interviews focus on hypothetical future behavior ("What would you do?"), while Behavioural Description Interviews focus on actual past behavior ("What did you do?").

Methods of Administration

Beyond the questions asked, the way an interview is physically or digitally conducted can significantly impact the talent pool and the efficiency of the hiring process.

Traditional Formats: Panel and Sequential

In a panel interview, a single candidate is questioned by a board of interviewers simultaneously. This allows multiple stakeholders to observe the candidate at once. Conversely, a sequential interview involves a candidate undergoing a series of interviews with different individuals one after another.

Modern Formats: Remote and Automated

To reach geographically dispersed talent and reduce costs, many firms have moved toward digital solutions:

• Remote or Virtual Interviews: These are conducted via the Web or videoconferencing, making it easier to interview candidates who are not locally available.
• Computer-Administered (Automated) Interviews: Questions are delivered via computers, kiosks, or online platforms. While this allows managers to review interviews at their convenience, a major disadvantage is that it prevents the interviewer from asking real-time follow-up probing questions based on the candidate's responses.

Guidelines for Effective and Legal Interviewing

To ensure that the selection process is both effective and legally defensible, interviewers must follow strict best practices. A primary goal is to ensure that the information gathered is reliable (yielding comparable data over time) and valid (predicting future behavior).

Best Practices for Interviewers

1. Understand the Job: Use job analysis and job specifications to identify the necessary Knowledge, Skills, Abilities, and Other characteristics (KSAOs) required for success.
2. Establish a Plan: Have a clear structure before the candidate enters the room.
3. Standardize Questions: Using the same questions for all candidates helps mitigate bias and stereotypes.
4. Recognize Bias: Be aware of personal prejudices that could lead to unfair hiring decisions.

Legal Compliance

Legal frameworks and human rights commissions strictly limit the types of questions that can be asked. Interviewers must avoid questions that touch upon protected characteristics to ensure equity, diversity, and inclusion.

Post-Interview Screening

Once the interview stage is complete, organizations often perform additional checks to verify the information provided by the candidate and ensure they are a safe and reliable hire.

• Reference Checks: These involve contacting previous employers. The most reliable information typically comes from previous supervisors.
• Background Checks: These have become a standard procedure to verify a candidate's history.
• Credit Checks: Used in certain roles to assess financial responsibility.

Note on Reliability: When conducting reference checks, organizations should ensure the information provided is accurate, as this protects the firm from potential legal disputes with former employees.