8 New Types Of Interview In HRM That Every Job Seeker Would Love

‘A company is made up of employees and not the walls and structure’ You may have read this famous quote somewhere, but it’s 100 percent true! And one bad decision about choosing the staff can easily damage your business on a massive scale. For that reason, we want to help you with the interviews today, and have come up with the 8 best types of interview in HRM!

An interview is crucially important because, with that only, a significant part of the candidate’s behavior and skills are revealed to the employer. And on that point, the candidate, their qualification, skill set, and experience are measured on a scale, where the employer can decide if they are fit for the organization or not!

That was the interviewer, assessing the candidate traditionally, but with time things just need to be changed, right? And with time we got our hands on different techniques that are transforming the way organizations assess and select candidates.

These new types of interviews are much better and are designed to enhance efficiency tenfold as per the Best HR strategy. Furthermore, it improves the candidate experience, helps reduce the bias, and ensures the hiring process to be more effective.

Hence, today in this blog post, we’ll gonna explore 8 new types of interview in HRM that every job seeker would love to know about! They offer deep insights into their advantages, how companies assess candidates, and why these methods are becoming essential in today’s hiring processes.

What are the Different Types of Interview in HRM?

In the realm of HRM [which stands for human resource management], interviews are crucial for evaluating potential hires. With advancements in technology, there has been a lot of change seen in the work environments, and different types of interviews have emerged from scratch. On that note, here are some of the most impactful interviews:

• Structured Video Interviews
• AI-Powered Interviews
• Skill-Based Assessments
• Panel Interviews with Remote Teams
• Behavioral and Situational Interviews

Each type of interview comes with unique benefits that can undoubtedly improve the hiring process further. So, let us answer a trending question, ‘What are the 8 New Types of Interview in HRM?’ Sit tight because you are about to learn those 8 new and ultimate “types of selection interview in HRM!”

1. Structured Video Interviews

To get the right fit for the company structured interviews are conducted with fairness. Because it comes with the same set of questions to answer, so you can’t call it a ‘stress interview,’ though! Such kinds of interviews always ensure consistency and fairness by asking all candidates the same set of questions, and no differences.

This method saves time and minimizes travel costs because the interviewer doesn’t have to be present on the scene [of course after checking the Employee Records]. With the interview questions predecided, hiring managers can review the candidates’ responses at their convenience.

This type of interview [structured interview] can be conducted anywhere and from everywhere because it enables the inclusion of candidates from different geographical locations. Such interviews are good because they help enhance diversity in the recruitment process.

2. AI-Powered Interviews

This type of interview comes much forward when the list starts with ‘new types of interview in HRM!’ Because AI technology is a most latest in this type of genre! But how it can help choose the best of the best candidates in the least possible time?

AI technology can easily analyze candidates’ responses, body language, and facial expressions to collect information and provide unbiased evaluations. With an interview process like this, we can speed up the screening process by multiple folds, and that too with no human biases.

Furthermore, the interviewer can get the candidate’s complete skillset, and that too without lifting a finger. AI can also identify patterns and insights that might be missed by human interviewers, and help with data-driven decision-making.

3. Skill-Based Assessments

Based on the candidates and their skills, the interviewer will evaluate and decide whom to keep, and whom not to! In these assessments, there are multiple questions to assess candidates’ skills, where the focus will be on evaluating the practical skills required for the job.

In such interview techniques in HRM, the candidates are given tasks or problems to solve, which provides a clear indication of their abilities and competencies. After such interview questions, maybe a candidate succeeds and may get to face selection or else they fail in terms of skills and have to prepare for some other group interviews.

Such types of interview in HRM are a great approach to ensure that only those with the necessary skills advance in the hiring process, improving the quality of hires.

4. Panel Interviews with Remote Teams

A panel interview is a group interview kind of thing, where two or more people participate in the interview to select the right fit for the company. Do you know that, to ask questions to select the right one, these multiple interviewers can attend the panel interview from different locations? Yes, for a change it is completely possible.

As a selector, you can offer diverse perspectives on the candidate in this type of interview in HRM. Such a method of interview is a gem, especially for people working from remote locations. It ensures that the candidate is evaluated by various stakeholders, and that is how it promotes a more comprehensive assessment.

5. Behavioral and Situational Interviews

The situational interview is a great method for conducting interviews and you can be sure to get a great candidate for the job! The crucial part of interviews like this one is to assess candidates’ past behaviors and their responses to hypothetical scenarios. Hence considered one of the finest types of interview in selection process in HRM! They provide insights into

• How candidates might handle real-world situations,
• Details about their problem-solving abilities, and
• Possibility of their fitting in with the company culture.

Among the different types of interview in HRM, this method holds a signification place, because it persistently helps in identifying candidates who can adapt and thrive in the organization’s environment.

Also, See: 10 Must Have Human Resource Policies For Any Organization

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6. Technical Interviews

Technical interviews are taking the world by storm and have become quite indispensable, especially in industries demanding specialized knowledge and skills. Such kinds of interviews are designed to assess a candidate’s proficiency in specific technical areas relevant to the job role. These interviews typically involve problem-solving tasks, coding exercises, or technical questions tailored to the job’s requirements.

But the question that comes frequently comes into mind is why they are so crucial, so let’s see why;

• They help verify skills- As it help employers directly assess the candidate’s technical capabilities through practical tasks and scenarios.
• Takes problem-solving assessment- These interviews test how candidates approach and resolve problems, which undoubtedly is vital in technical roles.
• Real-World Application- Candidates are often given tasks that simulate real-world challenges they would face in the job, providing a clear picture of their potential performance.

Benefits of Technical Interviews

• Accuracy in Hiring- Technical interviews help ensure that the candidate possesses the necessary technical skills, reducing the risk of hiring mismatches.
• Enhanced Productivity- By selecting candidates with proven technical abilities, companies can boost overall productivity and efficiency.
• Objective Evaluation- The focus on specific tasks and problems minimizes biases and provides a more objective assessment of the candidate’s skills.

7. Informal Interviews

After the technical interview comes the informal one, which is a more relaxed one compared to the traditional interview process. Such a type of interview often takes place in casual settings, such as over coffee or lunch, because here the aim is to create a comfortable environment for the candidate. What makes them different? Let’s see;

• Casual Setting- Often conducted in a relaxed environment, mostly outside the typical office setting.
• Conversational Tone- This includes open-ended questions and a free-flowing dialogue rather than a rigid question-and-answer format.
• Building Rapport- Aims to gauge the candidate’s cultural fit and interpersonal skills by fostering a more natural interaction.

Advantages of Informal Interviews

• Better Insight into Personality- The relaxed setting allows candidates to be themselves, providing deeper insights into their personality and cultural fit.
• Reduced Stress- The informal nature helps reduce candidate anxiety, potentially leading to more genuine responses.
• Enhanced Engagement- Candidates may feel more engaged and open, allowing for a more holistic view of their capabilities and attitudes.

8. Formal Interviews

Whenever the term ‘traditional hiring’ comes forth, formal interviews always prove to be the cornerstone. Because it is structured that way, where through systematic methods, candidates are evaluated based on predetermined criteria. So let’s have a look at what sets them apart:

• Professional Environment- Unlike the informal ones, these are conducted in an office setting with a formal atmosphere.
• Structured Format- This mostly involves a set list of questions and a clear agenda, ensuring consistency and fairness.
• Detailed Evaluation- Focuses on evaluating the candidate’s qualifications, experience, and fit for the role through a rigorous process.

Benefits of Formal Interviews

• Consistency and Fairness- The structured format ensures all candidates are evaluated equally, promoting fairness in the hiring process.
• Comprehensive Assessment- Allows for a thorough evaluation of the candidate’s professional skills, experience, and qualifications.

What are the Advantages of Different Types of Interview in HRM?

After answering the question ‘What is interview in HRM,’ let’s move on to its benefits. All such types of interview in HRM that we have listed above are amazingly efficient for recruiting the best talents. So, let’s take a step further and learn about the advantages of such types of interview in HRM!

AI-Powered Interviews: AI technology can analyze candidates’ responses, body language, and facial expressions to provide unbiased evaluations. This method reduces human bias, speeds up the screening process, and enhances data-driven decision-making. AI can also identify patterns and insights that human interviewers might miss.

• Structured interviews: Here the list of benefits includes consistency and fairness by asking all candidates the same set of questions
• AI-Powered Interviews: The most benefit here can include getting a thorough evaluation of candidates’ response, facial expressions, and even their body language. And the interviewer can from such types of interview in HRM can benefit greatly!
• Skill-Based Assessments: Just like the name suggests, it helps to assess the practical skills required for the job. Here the real-life situations and tasks help greatly to assess the best qualities!
• Panel Interview: Especially with a team located in a far location, really comes forth as a blessing among the types of interviews, as all can conduct interviews without being in the same room.
• Situational interview and behavioral assessment: Based on the provision of hypothetical scenarios, behavioral responses are being collected, and that can tell you a lot about the candidate!

How Companies are Assessing  Candidates in the Interview?

Like the types of interview in HRM, various assessment methods vary depending on a particular type of interview. However, here let us list all the common elements that may include:

• Competency – Based Questions: These questions are designed to gauge specific skills and knowledge relevant to the job.
• Behavioral Questions: These questions aim to understand past behavior as an indicator of future performance.
• Technical Tests: For roles requiring specific technical skills, candidates may be asked to complete tasks or problems.
• Soft Skills Evaluation: Interviews also assess soft skills such as communication, teamwork, and adaptability, which are crucial for many roles.

Superworks- Best HRM Software

From going through the basic types of interviews in HRM to the new ones, things for recruitment have changed, in the true sense! But while talking about the types of interview in HRM, you may have been thinking about how crucial a role these new methods are playing, just like the Super Recruit!

Super Recruit is an amazing recruiting software of Superworks, which has become quite a need for today’s fast-paced world [just like the different types of interviews in HRM]. This HR software for recruitment has streamlined the whole recruitment like a pro, and that is the reason, why so many companies continue to put trust in it!

So, why not try it just so you can also hire the best talents in the most smooth way possible? Streamline your recruit and make it super with Super Recruit- The Best ATS!