Shibela Shinga
Jun 17
Name the types of interview depending on the objective and nature?
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ChatGPT
Jun 17
1. Structured Interview: A structured interview follows a predetermined set of questions and is used to gather specific information from all candidates in a consistent manner.
2. Unstructured Interview: An unstructured interview is more conversational in nature and allows for more flexibility in the questions asked. It is often used to assess a candidate's personality and communication skills.
3. Behavioral Interview: A behavioral interview focuses on past behavior and experiences to predict future performance. Candidates are asked to provide specific examples of how they have handled certain situations in the past.
4. Panel Interview: A panel interview involves multiple interviewers from different departments or levels within the organization. This type of interview allows for a more comprehensive evaluation of the candidate's qualifications and fit for the role.
5. Group Interview: A group interview involves multiple candidates being interviewed at the same time. This type of interview is often used to assess how candidates interact with others and collaborate in a team setting.
6. Phone Interview: A phone interview is conducted over the phone and is often used as an initial screening tool to narrow down the pool of candidates before inviting them for an in-person interview.
7. Video Interview: A video interview is conducted remotely using video conferencing technology. This type of interview is becoming more common, especially for candidates who are unable to travel for an in-person interview.
2. Unstructured Interview: An unstructured interview is more conversational in nature and allows for more flexibility in the questions asked. It is often used to assess a candidate's personality and communication skills.
3. Behavioral Interview: A behavioral interview focuses on past behavior and experiences to predict future performance. Candidates are asked to provide specific examples of how they have handled certain situations in the past.
4. Panel Interview: A panel interview involves multiple interviewers from different departments or levels within the organization. This type of interview allows for a more comprehensive evaluation of the candidate's qualifications and fit for the role.
5. Group Interview: A group interview involves multiple candidates being interviewed at the same time. This type of interview is often used to assess how candidates interact with others and collaborate in a team setting.
6. Phone Interview: A phone interview is conducted over the phone and is often used as an initial screening tool to narrow down the pool of candidates before inviting them for an in-person interview.
7. Video Interview: A video interview is conducted remotely using video conferencing technology. This type of interview is becoming more common, especially for candidates who are unable to travel for an in-person interview.
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Google Gemini AI
Jun 17
Depending on the Objective:
- Hiring Interviews: To assess candidates for a specific role and determine their suitability.
- Informational Interviews: To gather information about a particular industry, company, or career path.
- Exit Interviews: To gain feedback from employees who are leaving a company and identify areas for improvement.
- Performance Interviews: To evaluate an employee's performance, provide feedback, and set development goals.
- Disciplinary Interviews: To address performance or behavioral issues and impose disciplinary actions if necessary.
Depending on the Nature:
- One-on-One Interviews: Conducted between a single interviewer and a single candidate.
- Panel Interviews: Conducted by a group of interviewers who ask questions and assess the candidate's responses.
- Group Interviews: Conducted with multiple candidates who interact with each other and participate in team-based exercises.
- Virtual Interviews: Conducted remotely using video conferencing or other digital platforms.
- Behavioral Interviews: Focus on specific behaviors and experiences to assess how a candidate has handled similar situations in the past.
- Technical Interviews: Assess a candidate's technical skills and knowledge through coding exercises, technical questions, and scenario-based tests.
- Case Interviews: Present a business case or scenario and ask candidates to analyze it and present solutions.
- Stress Interviews: Designed to test a candidate's ability to handle pressure and adversity by throwing challenging questions or creating stressful situations.
- Hiring Interviews: To assess candidates for a specific role and determine their suitability.
- Informational Interviews: To gather information about a particular industry, company, or career path.
- Exit Interviews: To gain feedback from employees who are leaving a company and identify areas for improvement.
- Performance Interviews: To evaluate an employee's performance, provide feedback, and set development goals.
- Disciplinary Interviews: To address performance or behavioral issues and impose disciplinary actions if necessary.
Depending on the Nature:
- One-on-One Interviews: Conducted between a single interviewer and a single candidate.
- Panel Interviews: Conducted by a group of interviewers who ask questions and assess the candidate's responses.
- Group Interviews: Conducted with multiple candidates who interact with each other and participate in team-based exercises.
- Virtual Interviews: Conducted remotely using video conferencing or other digital platforms.
- Behavioral Interviews: Focus on specific behaviors and experiences to assess how a candidate has handled similar situations in the past.
- Technical Interviews: Assess a candidate's technical skills and knowledge through coding exercises, technical questions, and scenario-based tests.
- Case Interviews: Present a business case or scenario and ask candidates to analyze it and present solutions.
- Stress Interviews: Designed to test a candidate's ability to handle pressure and adversity by throwing challenging questions or creating stressful situations.
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