Types of Job Interviews

What Is a Job Interview?

According to the US Office of Personnel Management, the employment interview is one of the most widely used methods of assessing job applicants. A job interview is an assessment or series of questions that allows an employer to determine if an applicant has the skills and competencies the role requires. 

It all starts with deciding on the interview type, which depends on the hiring process steps, the organization, and the position. Interview formats generally fall into three categories: video interviewing, in-person interviewing, and other (phone, chatbot). You can choose to conduct a structured interview, semi-structured interview, or unstructured interview. Keep in mind interview structure exists on a continuum, and it’s easy to think your process is more structured than it is. 

A recruitment interview aims to collect candidate data to support the hiring decision. During a hiring interview, the interviewer(s) will take notes or evaluate the candidate(s) using a rating guide or interview scorecard. A hiring manager, recruiter, or HR professional oversees the interview process.

Here’s a simple way to differentiate between type, format, and structure:

Type = what kind of interview it is, and who will be present
Format = where and when the interview is taking place
Structure = how the interview will be structured

Many organizations manage hiring workflows using an applicant tracking system (ATS).

Job Interview Types

Every job interview is unique, and a single interview can contain multiple types. This is why two departments within the same organization can have totally different interviewing methods within a framework due to using or combining different interview types.

Find out how each interview type is defined, when you might use it, and why you’d choose it.

Common job interview types

The following interviews are the most common types of interviews found in hiring processes. They can be easily distinguished based on the number of interviewers, the position in the hiring process, and their primary function in a specific job competition.

Content-specific job interview types

Certain interview types are designed to assess candidates based on specific criteria that can reveal insights into their behavior, abilities, and experience. These interviews employ unique question styles to gain a comprehensive understanding of how candidates may perform in a specific role or scenario. Often, an interview process will contain components of each of the following interview types to varying degrees.

Skill and task-based job interview types

Some roles require a high level of technical skill, knowledge, or experience. Specific job interview types are often used to effectively assess candidates for these roles. These interview types aim to evaluate the candidate’s skills, experience, and technical abilities against the requirements for the role.

Other popular job interview types

Like any business function, interviewing is susceptible to trends and innovation. While some have a proven record like the more traditional job interview methods, it is important to understand the utility of these interview types in a hiring process. Here are some interview types that are popular right now.

Interview Formats

Recruiters and HR teams have more options for interview formats than ever before. With new technology making it easier to interview from afar, in-person and phone interviews are no longer the first option. Some companies are fully remote and looking to hire talent across the country, and others still have an office and are looking to find top talent locally.

No matter what interview format you choose for each stage of the process, there are two key things to keep in mind:

1. Be prepared to provide a variety of accessibility accommodations for the applicants upon request.
2. Be sure to give your candidates the details they need to show up prepared. For example, provide a map or parking instructions for in-person interviews, send the live video interview link in advance if this task isn’t automated, or start an online video interview by telling the applicant their tech support options if something goes wrong.

In this section, learn what to expect with each interview format and why you should use them.

What is an in-person interview?

An in-person interview is when the candidate meets the interviewer, or interviewers, at a designated location and at an agreed-upon time. If the organization has an office, the candidate will go there, but depending on the situation, it could also be a coffee shop or other public location.

It’s ideal to choose this interview format if you are trying to hire locally or if the position would require the employee to go into the office. Attending an in-person interview where the candidate will be working can help them decide if they are comfortable with the commute and office setup.

Digital in-person

A digital in-person interview is when the interviewer and candidate are in the same location, at the same time, but without the paperwork. Everything from interview scheduling to rating is digitally enabled. During the interview, interviewers use a device to follow a structured digital interview guide with the questions and interview criteria they need to keep things consistent.

If you are ready to streamline your interview process, choose this interview format. It can reduce friction by helping coordinate interviews automatically, hold interviewers accountable, help with interview compliance, and sort and share evaluations in real-time.

Live video interview

Live video interviewing is conducted in real-time online. Employers use secure video conferencing or video interviewing platforms to conduct and record the interview (with the participant’s consent) at an agreed-upon time. The same level of professional attire, mindfulness about body language, and preparation is required as an in-person interview, but live video interviews allow job seekers to attend from anywhere with a strong internet connection.

Video interviewing platforms help employers prioritize the candidate experience with built-in interview guides and rating tools to provide a more consistent and fair experience. Many online interview solutions generate some form of an interview record so you don’t have to rely on memory, and you can rewatch or reread the details. This feature is especially beneficial if there’s rater variance.

Pre-recorded video interview

A pre-recorded interview can also be called an asynchronous video interview, on-demand video interview, or one-way video interview.

A one-way interview is the most flexible interview option. Candidates can record their interview and hiring managers can provide ratings when it works for them. An on-demand interview is also incredibly beneficial for delivering a structured interview format since all applicants have the same experience and time to complete each question.

Hybrid interview

Hybrid interviewing is when some participants are in-person, and some are remote during an individual interview. The remote participants would either join using video conferencing or a video interviewing platform.

This is not to be confused with a hybrid recruiting process, where you’re using a combination of in-person and virtual interviewing depending on the step.

This can look like a candidate, or a group of candidates, joining remotely and the interviewer or panelists being physically present at the interview site. Another hybrid interview arrangement is having the candidate come to the office for a panel interview where some of the panelists are in-person, and some are joining using video. Hybrid interviewing showcases your flexibility as an employer and is a great way to preview a hybrid work environment (Tom Wood via LinkedIn).

Phone interview

A phone interview or phone screening is when a recruiter or interviewer calls an applicant for an interview. Ideally, the call is pre-scheduled over email or using scheduling software, but there are instances where applicants will receive a call out of the blue asking to book another time or asking if it’s an ok time to talk.

Phone interviews are a great early assessment tool to evaluate a candidate’s suitability for a job and a good way to save time by eliminating unqualified applicants.

Chatbot interview

Chatbot or text interviews involve a bot asking the candidate pre-determined questions in an established cadence and delivering predetermined responses as the candidate types their answers and moves through the interview. In this interview format, a chatbot is essentially replacing a human interviewer and delivering a structured interview experience.

Some chatbot or text interviews are entirely AI-led, where the AI is making unassisted decisions and eliminating or advancing candidates after the interview. Others are AI-enabled, where the AI is making recommendations to help humans move candidates forward or eliminate them after the interview.

This interview format is very new and growing in popularity due to the efficiency it offers, and may be useful in screening for entry-level positions. Compared to other interview formats, pre-recorded interviewing offers the same consistency and interview compliance benefits, but it doesn’t have the same risk as AI-led interviews because even with the addition of interview intelligence tools, pre-recorded interviewing is still a human-led process.

Interview Structure

Interview structure, also referred to as interview style, dictates how prepared, consistent, and controlled an employment interview is.

Interviews range from structured to unstructured on a spectrum according to the level of constraints placed on the questions and evaluation criteria laid out in the interview guide. Each end of the spectrum has different characteristics, and it’s important to know where your interview lands so you can make an informed decision based on the benefits and risks that come with the level of structure you’ve chosen.

*Reliability references the rating consistency among interviewers. Validity references the extent to which the assessment method measures what it is intended to.

Best Strategy for Getting Accurate Interview Responses

There are a few common interview strategies candidates use to answer interview questions. While the use of these methods can demonstrate the candidate’s level of preparedness, they can also mean that the answers may be rehearsed or pre-planned. Across all types of response methods, there’s a single tool you can use to draw out more spontaneous responses: probing questions.

Probing questions are open-ended questions that encourage candidates to provide more context into the details of their answers. Probing questions can turn a vague interview into a successful interview by collecting a more optimal amount of information to make a decision.

Unlike prompting questions, probing questions can be created in advance and incorporated into a structured interview guide. Asking probing questions doesn’t mean that the answers the candidate provided aren’t valid or adequate — they’re just another way of collecting data to support the interview evaluation.

Your goal is to find the best person to do the job, not the person who’s best at memorizing interview answers, which is why genuine answers can make a big difference to hiring outcomes. Probing helps candidates show skills and thought processes and provides additional opportunities for candidates to showcase if they are the right fit for the job.

Here are the most common answer methods candidates use. There are many commonalities between them, but each is slightly different. By preparing probing questions, you are anticipating in advance what candidates may get stuck on or where they may forget to paint a complete picture.

Situation Task Action Result (STAR)

S.T.A.R. interview technique

You will most commonly receive STAR interview answers because they provide an exceptional level of detail. The STAR interview method describes the situation or context, the task that had to be accomplished, the action the candidate took to get it done, and the result of their efforts. This method will come up in almost any interview type except for a situational interview.

Probing questions for an answer like this should be focused on connecting the candidate’s actions to the end result.

Sample probing questions for STAR responses:

• How do you think your actions changed the result?
• Can you quantify the impact your actions had on the result?

Project/Problem Action Result (PAR)

The PAR interview method can be used either to discuss past behavior or be used in response to a hypothetical question like in a situational or working interview. With PAR, it can be easy for the applicant to skip over the rationale around why they took the action they did, which is where the probing questions should be focused.

Sample probing questions for PAR responses:

• Why did you choose this action?
• Explain the rationale behind your action.

Background Action Result (BAR)

BAR interview method is when candidates answer a question asking about past behavior by explaining the background of the situation, what action they took (individually or part of a team), and what the outcome was. Similar to PAR, with the BAR answer method you’ll want to probe to understand the why behind their behavior or decision.

Sample probing questions for BAR responses:

• How did you decide on this course of action?
• What evidence did you have that this was the right course of action before acting?

Challenge Action Result (CAR)

This method might be used in response to a question that is about a challenge the person faced, a major contribution they made, or a milestone they reached – this answer may feel more like a story in the way it’s told.

The probing questions for this type of answer should be focused on what they didn’t do, to help build the full picture of what options they had to weigh, information they did or didn’t have access to, and decisions they had to make.

Sample probing questions for CAR responses:

• What else did you consider doing?
• Why did you choose to take the action you took over other options?