Interview Type Guide

Predictable questions: structured interview

Candidates are asked standard questions, several applicants are compared by standard criteria.

For example, vacancies of mass positions - promoter, courier, packer, etc. - do not imply that the applicants have special knowledge, skills, qualifications. The task of the recruiter is to quickly close the vacancy. General information about the candidate to recruiters, as a rule, is enough: where they worked before, why they left the previous place, what working conditions they are ready for, etc. Often questions are asked by phone.

When meeting with applicants for linear vacancies — a sales manager, an office manager, etc. — the recruiter asks consistent and logical questions about education and experience, plans. “Why do you want to work with us?”, “What do you expect from the position?” Or “Your achievements?”. The goal of the hiring manager is to collect basic information about the applicant: to assess the level of qualification and motivation.

In both cases, the questions are predictable, answers to them can be prepared in advance, then they will not be confused.

Among competitors: group interview

Sometimes, in order to save time or with several open positions, several candidates are invited at once. At the same time, they appreciate sociability and friendliness. For example, for sales consultants communication skills and ability to communicate in a group are important.

A group interview may be attended by several selection managers or such a staff: a recruiter and a department head. This is necessary for a more objective assessment of the candidate.

The background check: case, behavioral and stress interviews

At a situational interview (case interview), candidates are asked to analyze a real or hypothetical situation and propose solutions. This is how professional and personal qualities are evaluated. The received answers are compared with the template, each company has its own. Then identify the pros and cons of each applicant and decide who is best suited for the position.

At a behavioral interview they ask about real situations that the candidate has encountered at previous places of work, specify how he solved the problems. The experience of the candidate is important. Also check: initiative, ability to solve complex work issues, competencies.

Who can attend such interviews? Managers who work with clients: logisticians, educators, call center employees, sales managers and other specialists whose work involves multitasking, working with people.

These specialists can also get into a stressful interview where HR will intentionally provoke a conflict by asking provocative questions. It is not the answer itself that is evaluated, but the response of the applicant. The goal is to test stress resistance.

Tricky questions at a projective interview

They ask sudden, unexpected questions that are not related to the vacancy, the experience of the candidates. Sometimes they are asked to comment on “the actions of other people.” As a rule, in answering, candidates reflect their own experience.

Examples of questions:
"Do you always keep your word?",
“Why do you think people are cheating?”
"Why do people quit / be late?" ...
The point is a quick answer to the question. So check inventiveness, erudition, creativity, communication skills, as well as honesty and human values. This type of interview is similar to the previous ones, but special attention is paid to the personality of the candidate.

Applicants for managerial positions and specialists whose work is connected with frequent communication can get to such an interview: PR managers, sellers (of expensive brands), realtors, journalists, brokers.

Feel confident in the interview will help our advice.
About how to prepare for an interview.
What to tell about achievements.