In contrast to screening interviews, you can use the more traditional hiring or selection interviews. These hiring interviews are two-way streets where the candidate will also interview the employer for job suitability. Most of these interviews take place in an office setting in one of several formats such as: one-on-one interviews.
One-on-One Interviews
This is the traditional interviewin whichcandidates meet with employersin person,one-on-one. Each candidate is given a somewhat unique interview. It can be loosely structured. Both the candidate and employer usually walk away from this interview with a sense of whether or not the fit is right.
Serial interviews
Serial interviewsoccur when candidates are passed from one interviewer to another interviewer throughout the course of a day. No decision is made until the final interview has taken place and all the interviewers have had a chance to discuss each other's interview. As a candidate, you have only one chance to make the right first impression. A candidate should be energized and ready for the next interview. The serial interviewis used, as an example,when John Carter interviewed for a Manufacturing Manager's position. Heparticipated inseveral interviews throughout the day, attended social events in the evening, and started the process over the next day. At times, this process can take a full weekend or several days.
Sequential Interviews
In sequential interviews, the candidate meets with one or more interviewers on a one-on-one basis. This is done over the course of several days, weeks or even months. Each interview is supposed to move a candidate progressively towards learning more details about the position, the company, and hopefully, an offer. An example of this type of interviewing occurred when I interviewed for the Business Manager's position at Northeastern State University. I went toeight different interviews over a period ofthree months.
Panel Interviews
In a panel interview, thecandidate appears before a committee or panel of interviewers. This type of interview is usually done for time and scheduling efficiency to accommodate the panel. Candidates are evaluated on interpersonal skills, qualifications, and their ability to think on their feet. This type of interview can be intimidating for a candidate. The candidate sometimes feels that they have no control over the panel. In a panel interview, the candidate should focus on one or two key members and control their reaction. However, it is very important to make eye contact and communicate individually with each member of the group or panel. An example of a situationin whicha panelinterviewwas usedwas Tulsa Community College's job opening for a Provost; many universities and other public institutions use panel interviews.
Group Interviews
In a group interview, a company interviews a group of candidates for the same positionall at the same time. This type of interview gives the company a sense of a candidate's leadership potential and style. The interviewer wants to view what tools of persuasion the candidate uses. Does the candidate use argumentation and careful reasoning or does the candidate divide and conquer. An interviewer may call on the candidate to discuss an issue with the other candidates, solve a problem collectively, or discuss the candidate's qualifications in front of other candidates.
This type of interview can be overwhelming for a candidate. The candidate needs tounderstand the dynamics the interviewer establishes and determine the rules of the game. He needs to avoid overt power conflicts, as they make the candidate look uncooperative and immature. The interviewee needs to treat other candidates with respect while exerting influence over them. Simultaneously, he needs to keep hiseyes on the interviewer so thathe does not miss important cues.
