8 types of interviews for the process of business | Business Update

We found 8 (eight) types of interviews for the selection process. While the selection tools, such as requests and evidence, can be used, the most commonly used instruments, and sometimes the only, the selection interview.

The interviews provide an opportunity to personally meet the candidate and to ask questions in a way not possible with psychological tests.

These are the different types of interviews are used by the human resources area.

1. INTERVIEW NOT ADDRESSED
Questions are asked as they come to mind, there is a special format that is to be followed and the conversation can go in several directions. The interviewer follows points of interest as they arise in response to your questions.

2. INTERVIEW ADDRESSED
It is an interview that follows a fixed sequence of questions. This interview seeks information about the applicant?s expertise and discovers your personality traits, attitudes and motivation. Use of this interview requires special training.

3. STRUCTURED INTERVIEW
Are a series of questions related to the post, with questions ?preferred? that are made to all applicants for employment. Unlike printed interviews conducted, structured interviews can be adapted to include questions on the specific job in question.

4. INTERVIEW SEQUENTIAL
Interview in which the applicant is interviewed sequentially by several supervisors, each of them scored on a standard evaluation form. The evaluations were compared before making a decision.

5. PANEL INTERVIEWS
Interview in which a group of interviewers ask questions to the applicant, allowing interviewers to take advantage of all the candidate?s answers to questions asked by other interviewers.

6. INTERVIEW OF STRESS
The purpose of the interview is to determine how a candidate will react to stress. In this interview, the applicant is upset by a series of hostile questions. This technique helps identify hypersensitive applicants and those with little or a lot of stress tolerance.

7. ASSESSMENT INTERVIEW
Analysis after a performance evaluation in which the supervisor and employee discuss the status of the latter and possible corrective actions.

8. INTERVIEW QUIT
It is to be performed on any person who leaves the organization. It aims to know the opinion of an employee to leave open for comment can be displayed positive and negative aspects that the organization deserves.

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