The 5 main types of interview in recruitment

Depending on the trades and contexts, there are 5 main types of interviews that cover a large majority of the cases that you will probably face if you are looking for a job.

Telephone interview

This is often a simple pre-qualification interview which then leads to an appointment for a physical interview.

This interview is generally very factual and aims to validate a list of objective criteria to validate the adequacy between your application and the position to be filled.

If the call comes unexpectedly at an inappropriate time, do not hesitate to ask to be called or to call yourself because as the saying goes, you never have the opportunity to make a good first impression.

The objective for you is that you are comfortable and installed in a place conducive to free conversation.

If you are driving, park your car to be completely focused on the conversation.

Video interview

Recruiters are increasingly taking advantage of the generalization of this tool and its accessibility by as many people as possible to conduct video interviews.

What made it possible a few years ago to overcome the difficulties of geographic remoteness is becoming an increasingly common use.

Recruiters very often favor interviews via Skype or equivalent because of the free nature of the tool, its ease of use and its reliability.

If you don’t have a Skype account, create one to be able to respond favorably to a video interview proposal by a recruiter.

Like the email address you use for your job search, choose a neutral nickname that is not too fanciful.

Individual face-to-face interview

It is the “flagship” interview and essential in maintenance, the one that everyone hopes and fears at the same time.

It is very often done with the future hierarchical, with a recruitment manager (HR manager) or both.

This is the generally unique opportunity you have to introduce yourself and to convince. On this day, it is better to be inspired and fit to give the best of yourself.

The exercise is all the more subtle as it is necessary to alternate between listening and conviction, between spontaneity and restraint, between concentration and relaxation.

Two pieces of advice are essential at this stage of recruitment:

1 . Be yourself! This is the best way to avoid regret afterwards.

2 . Let your interlocutor guide you and follow the discussion process he offers you. Do not get impatient because you will have the opportunity to ask questions at the end of the interview.

Interview with several people or with a jury

The exercise is difficult and tiring. The term “test” is moreover rightly used in contexts of administrative competition.

In this context, you have to be able to show resistance to stress, to listen and to balance.

The groups of interviewers or the juries can moreover be of a more or less good composition and it sometimes happens that a candidate has to face voluntarily anxiety-provoking situations to apprehend the distributed and the defense strategies put implemented by the candidate.

The positive point is that in general one does not face this kind of situation without having been informed and prepared for it. This is a situation which is provided for at the end of training courses in the grandes écoles.

Group interview

Being in the middle of a meeting of candidates for the same position as you is not trivial. The recruiter (s) who are generally positioned as observers wait and rely on this system to assess your ancestry, your ease and your effectiveness within a group.

As always, the best is to respect who you are but introverts will still have to do violence to speak even if the situation or the proposed subject does not inspire them.

Natural leaders or inveterate extroverts will have to take it upon themselves to curb their desire to take power over the group and even listen to those they do not want to hear at all.

The exercise is timed and the time is generally announced so it is up to you to do your best to distinguish yourself enough but not too much within the time limit.

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