Job interviews were traditionally very standard affairs, typically being conducted in person and over the phone. However, there’s been a huge change in the interview types being used recently.

There’s now a greater preference for group, panel and competency-based interviews, as well as portfolio reviews. And, obviously, there has been a rapid shift towards virtual interviews under the current circumstances.

The interview process really is changing with the times – particularly in relation to technology. Here, we explore some of the different interview types that we’re coming across on a daily basis, as well as analyse whether remote interviews are here to stay.

1. Anonymous interviews

Conventional interviews are often at risk of bias when interviewers ask unstructured questions. A number of studies have shown that particular formats, like solo video interviews, can actually reduce any prejudice – particularly when that video is shared with (and assessed by) other members of your hiring team.

Some video interviewing platforms can even enable a candidate to have complete anonymity through the use of a silhouette and a change of voice tone, ensuring no bias.

2. Informal interviews

Determining whether a candidate adds to the company’s culture is becoming more and more important during the recruitment process. That’s why ‘informal interviews’ are growing in popularity.

This is where the employer takes the candidate to a more relaxed environment, such as a restaurant or a cafe, and can see how they act in a casual setting.

3. Sequential interviews

Sequential interviews consist of many small interviews, conducted in succession by different interviewers. Candidates could potentially be interviewed by existing team members who hold a similar position within the business.

Employees can therefore play more of a role in the decision-making process, and ensure a better team dynamic. This type of interview proves particularly effective for positions that require working with many people across departments.

4. Site tour interviews

Site tour interviews shouldn’t be mistaken for ‘just’ a site tour, as it’s very much part of an interview. The candidate will walk around the site, gaining insights into how the business’ equipment, processes and people work. It’s for this reason that site tour interviews are more commonly used in industries like manufacturing and distribution.

Prospective employees will to take an active role in this tour in order to stand out; recommending areas for improvement and asking plenty of questions will give them the opportunity to demonstrate their enthusiasm. Plus, engaging with the tour guide and those they’re introduced to will show how well they’ll work with other people.

5. Automated interviews

Interviews have been taken to a whole new level with cutting-edge technology. Software now exists that can assume the role of the interviewer and conduct the entire meeting using artificial intelligence and machine learning.

As part of a totally automated process, it can then decide whether the candidate should move on to the next phase by analysing their tonality, keywords and sentence structure, and comparing this with the company’s requirements. On top of this, some video interview tools even claim to distinguish facial expressions in order to recognise emotion and detect if someone is lying.

With innovative interview technology like this becoming more prominent, it begs the question of whether virtual interviews are here for the long term…

Are remote interview types here to stay?

We think their popularity will only increase – even after social distancing is no longer necessary. Now that so many businesses have experienced the benefits of first-hand, and virtual working is forming a larger part of job roles moving forward, we’re seeing them used so much more.

And, of course, virtual interviews will be complemented by the other innovative interview types we’ve mentioned here too. The recruitment process is fluid, changing with the times and as new technologies emerge.

Yet it can be a lot to keep up with. Thankfully, getting the support of a recruitment consultancy means that you don’t have to continuously review your own interview techniques. As experts in recruiting for executive and management roles, we know the right way to match up the right businesses with the right professionals.

Virtual interviewing isn’t anything new to us. We’ve been carrying out this part of the recruitment process over our online video portal for years.

Our platform – BroadCAST – goes beyond the likes of Zoom and Skype. Solo video interviewing enables candidates to record their answers to interview questions, for instance, so that employers can play it back at a time that suits them. Or there is BroadCAST face-to-face interviewing, where up to 10 representatives from a company can be present. Businesses can access the entire shortlist of candidates in one place, along with all CVs, testing results and any other relevant documentation.

So whether you’re a client or candidate – and whether you’re seeking to fill a permanent, interim or contract position, we can help. To get started, speak with our team today. Call us on 0333 121 3345 or send an email to hello@castuk.com.