Types Of Interview: 6 formats of an interview

The interview helps both parties to make an informed and correct decision for further joint cooperation. Let us consider in more detail what are types of interviews exist. 6 formats of an interview

The best way for an employer to find out his future employee, his professional skills, personal qualities, attitude to work, to the team and to labor property is an interview. And also at the interview, the employee can specify for himself the number of wages, the possibility of career growth, the nature of the work.

Main 6 formats of an interview

Types Of Interview: 6 Formats Of An Interview

In order not to make a mistake in choosing a new member of the labor collective, first of all, you need to determine what type of interview is best suited for the task. Existing types of interviews by certain criteria can be divided into several subgroups.

In content, they can be of several varieties.

  • Biographical. This type of interview is most often used to conduct interviews when applying for a job. It implies questions about the personality of the newcomer: about educational institutions where he received professional skills, about his work experience (and on the proposed position) and his previous place of work. You can also learn about the reasons for dismissal from a previous job, marital status, the presence of personality traits that are necessary for further work.
  • Situational. This job interview contains a set of specific tasks that help the employer determine the level of professionalism, stress resistance, the presence of certain character traits and psychological characteristics of the applicant.

In the form of interviews are as follows:

  • individual;
  • group.

The organization can distinguish the following types of interviews:

  • in one step;
  • in several stages.

Consider the main types of interviews. 6 formats of an interview.

6 formats of an interview

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For some specialties, it is necessary to determine the level of stress resistance of candidates. Therefore, they use interviews with questions that offend a person’s feelings, family values ​​and professional skills, or include tasks that require increased attention and concentration, but which are interrupted by various distracting factors: noise, temperature excesses, the presence of strangers, other job seekers, and unusual conditions.

This specific type of interview is necessary when hiring people of certain specialties, whose work sphere is associated with risk, daily communication with a large number of people, and everyday stressful situations at work. It is often used in face-to-face interviews on vacancies in banking, tax, insurance, various departments for working with clients, journalism and television, trade and psychology.

Such an interview, unlike a biographical interview, helps to identify the real psychological qualities of a person, his professionalism and the ability to be calm, polite and tactful in a difficult situation.


This interview is used when testing the applicant without work experience or when hiring for a managerial position, or for a position that requires great communication skills. During the interview, the employer in the form of a business game gives the applicant certain tasks that allow to identify the level of knowledge, professional experience, ingenuity, level of thinking, creativity and reaction to the situation. And also using this method you can evaluate the personal qualities of the applicant, whether or not the charter and internal values ​​of the company are suitable.

As simulated situations, a way out of which the applicant should find, they use either real problems of the given enterprise, or imaginary, but possible on the specifics of this enterprise.


When conducting such an interview, it is understood that all interview questions are clearly divided by specific topics, there is a certain structure . Most often, before a face-to-face interview, the method of filling out questionnaires with a large number of applicants is used, and the questions are identical for everyone and are structured so that they require an open and detailed answer.

Based on this questionnaire, the selection of suitable candidates and their subsequent face-to-face interview are carried out. Further questions in the interview are also asked not randomly, but according to the intended plan, where all questions are divided into groups. Each group of questions helps to reveal certain properties of the character of the applicant, his professional skills, moral qualities, ability to cope with a stressful situation.

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By competency

Competence is a set of personal and professional qualities of a person necessary for the performance of labor duties in a particular position. With such an interview, the employer takes into account the experience of the applicant in the previous place of work and evaluates his behavior and work skills based on real past situations. A person is asked such questions in order to get answers in a detailed form about past positive work experience, about various critical situations and how to get out of them.

checklist with a set of necessary competencies for the given position is preliminary developed , and based on these requirements, questions for the interview are compiled . It is advisable to immediately record the results of such an interview in specially prepared forms with a prescribed score system, where each competency is evaluated from several positions.

For example, such a skill as communication skills can be assessed on a scale of 1 to 5 by such parameters as literacy, listening skills, persuasion skills, public speaking experience and presenting yourself as a specialist.


Another name for this interview designs. Its essence lies in the fact that the applicant is asked questions about people and situations unrelated to him personally, and based on his value judgments, his chain of logical reasoning, they conclude that the applicant is for this position. A person’s thoughts, as it were, give a projection on the description of other people, their thoughts and ways out of life situations.


This type consists only of questions relating to labor skills, professional experience and available knowledge in a specific area of ​​work. Such an interview helps to evaluate the real experience and professionalism, the level of training of future personnel.

what are Types Of Interview

What Are Types Of Interview


There are two types of group interviews.

  • Interviews with several applicants simultaneously. It is carried out in the form of a competition, groups of five to twenty people form. With this method, the employer can introduce the features of the company, the vacant position of all job seekers at once and find out how a person behaves in an unusual situation, with strangers and in the team. For this, each candidate is asked to tell about himself, answer questions, prove himself in some abilities, skills, knowledge in solving the tasks. Tasks are collective (for a subgroup of several people) and individual.
  • An interview with one applicant is conducted by a group of specialists of the enterprise. Among them may be a psychologist, an employee of the personnel department, a specialist from the department where the subject wants to go. Most often this is done in order to determine the presence of the professional qualities necessary for a future employee and certain personality traits.

Usually used for professions with a narrow focus, with the necessary set of personal and labor qualities.


This is a one-on-one interview with the jobseeker. Such an interview takes place in a more calm, relaxed atmosphere, unless it acts as part of a stressful interview. With an individual interview, it is easier for a candidate for a position to show himself in a more favorable light, since the level of excitement and fear is lower than with a massive crowd of people. But we must remember that the main role in evaluating candidates is played by the subjective opinion of the leader, his personal preferences.

  • In one step. The decision on hiring is made after one interview of the hiring person with an employee of the recruitment department or with the immediate supervisor. Most often this is a job that does not require special professional skills.
  • In several stages . With this method, a person expects an individual interview with several representatives of this company at once. Interviews are conducted in stages, sometimes several days. This method allows you to filter out unsuitable candidates at the very beginning, in order to further test the most experienced and most appropriate candidates for the future position, and from them based on all interviews to choose the most worthy.

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Methodology interview

Methodology Interview

Basic interviewing techniques and questions posed to the interviewee form the basis of each interview method and allow you to divide them into systems.

  • British The interviewer combines questions from a biographical interview and a technical one. It is important to find out what family values ​​a person has, what kind of education he received, whether he has his own family and what traditions exist in it, some data from the biography that characterize this person. This technique is suitable for those firms for which not only the level of technical preparedness of their specialists is important, but also the moral character of the company, where there is continuity of generations and a long historical path of development has been covered.
  • Chinese Often a written statement of his biography is used, and also a person should describe what attracted him to his new work, what he has the main qualities and features that help in this work. Professional skills are assessed in the form of an exam.
  • German Letters of recommendation from the previous place of work, as well as from teachers and masters from whom he was trained, are preliminary considered. It is believed that the acquired experience and skills of this specialist are evaluated in this way.
  • US . The main emphasis is on the study of a person’s creative characteristics, his creativity, stress tolerance, versatility of perception and the ability to make the right decision. Most often, the interview is informal.

All types of interviews and interviews are rarely in their pure form, where there is only one method.

If a vacancy requires certain skills, experience, or is it a candidate for a leadership position, then usually an interview is a mix of a variety of techniques and methods, phased interviews and solving business problems. This is called assessment . Each company draws up their assessments for a particular position, because they are designed to determine the competencies suitable for this job that the applicant has.

What are the types of interview questions?

What Are The Types Of Interview Questions?

Accordingly, the questions depend on the type, type and method of the interview. But according to generally accepted rules, they can be divided into several types .

  • Closed . When the answer to this question can be given in monosyllables, in the affirmative or in the negative. Analysis of the answer does not give an accurate idea of ​​the psychological and moral qualities of a person, but shows his professional experience and knowledge. Examples: “Have you had any public speaking experience?”, “How many people were in your unit?”
  • Open. They encourage the interlocutor to give a detailed answer, to reflect, to reveal more deeply the ways of solving certain problems. For example: “What target audience is this product designed for?”, “What solution can you offer?”.

The questions and tasks of interviews directly affect the stages of a person’s biography, the stages of his becoming as a specialist and his abilities. It turns out that he can offer to improve the work of the enterprise and obtain maximum benefits and profits.

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