What is an Interview? Definition, Types and Objectives

An interview is a detail-oriented conversation between an employer and a candidate. In a formal setting, the employer asks questions to learn about the candidate's capabilities, skills, qualifications and traits required to perform tasks on the job.

Learning more about the interview process will allow candidates to learn how to present themselves in front of employers and increase their chances of getting hired. So, wait no more, this article will provide an answer to the question "What is an interview?" while exploring its types, format and preparation tips.

Definition of an Interview

Many times, freshers or even students looking for job opportunities tend to ask what is an interview. An interview can be defined as a formal conversation between an interviewer and interviewee in which the former seeks answers from the latter and checks their capability to join the desired post.

When broken down into two separate terms, interviews are 'inter' and 'view,' meaning seeing each other. It plays an important role in a candidate's selection procedure. Moreover, an interview serves as the basis for analyzing the interviewee's job-related proficiency, abilities, and technicalities.

Notably, interviews can also be unstructured, open-ended, and free-flowing conversations without predetermined questions. They usually have a limited duration. The traditional or professional face-to-face interview, commonly known as a one-on-one interview, permits direct questions and follow-ups.

Also Read: How to Introduce Yourself in an Interview?

Objectives of an Interview

Now that prospective job seekers are aware of what is an interview, let's understand what is the purpose of an interview and how it helps an interviewer assess the interviewee's knowledge and skills. Let's look at some of the objectives of an interview:

• It helps to verify the precision of the facts and data provided by the candidate on a resume, CV or other portfolio.
• The interview helps to obtain additional information about the skills and knowledge of the interviewee.
• The interview not only assesses a candidate's skills but also checks their suitability for the job.
• The interview provides the candidate with general facts and necessary descriptions about the job and the company.
• An interview gives an intuition into the candidates' rational knowledge and creativity.
• Job descriptions are given at the time of the interview. The interviewer informs the company's expectations of them.
• Through the interview process, the recruiter gets to know about the candidate's skills and the potential abilities to be trained according to their job role.
• Information flows from both directions, and the interviewee gets to know about the company and the employer.

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What are the Types of Interviews?

There are different interview types, depending on the scenario or situation in which and for which it is being conducted. The types of interviews can be categorized into the following:

1. Structured Interview
2. Unstructured Interview
3. Stress Interview
4. One-to-One Interview
5. Panel Interview
6. Telephonic Interview
7. Video Interview
8. Depth Interview
9. Open Call Interview
10. Exit Interview

1. Structured Interview

It is the traditional form of an interview. Preset standardized questions are asked of the interviewee and are the same for all the candidates.

It is the kind of interview that gives the chance to examine all the candidates' skills and abilities impartially. The questions also help the interviewer compare the responses and choose the best one.

2. Unstructured Interview

It is just the opposite of structured interviews. It is a free-flowing conversation.

This type of interview is also known as Informal interview. The interviewer already has a definite idea in mind about the questions to be asked.

Generally, questions are made up during the interview as per the candidate's responses. An unstructured interview does not follow any formal rules and procedures.

3. Stress Interview

These kinds of interviews are very rare. Here, the interviewer puts the interviewee under a stressful situation to test their presence of mind.

A stress interview also tests how the interviewee manages the crisis at a given time. The interviewer tends to make the interviewee nervous by asking tons of questions at the same time.

It is done to see whether the candidate can cope with a crisis and not panic.

4. One to One Interview

It is a general type of interview. There are just two persons, i.e., the interviewer and the interviewee, and a formal, face-to-face discussion takes place, assessing the candidate's skills and abilities. The interviewer asks general and technical questions to check the suitability for a position.

5. Panel Interview

A panel interview is known as a board interview. This type of interview takes place between one candidate and a panel of members of the company, usually more than two.

Each one gives different scores to the candidates and combines them to see if the candidate is qualified. Notably, candidates are often victims of personal biases in a panel interview, and it is not feasible for organizations that take many interviews daily.

6. Telephonic Interview

Telephonic interviews are conducted over the phone and are economical and less time-consuming. The company can select promising individuals for the job through these interviews.

Its main objective is to limit the list of candidates and appoint the best ones. These are more accurate than one-to-one interviews for judging interviewees' intelligence and interpersonal skills.

The candidates are usually surprised by the unexpected call from the recruiter. However, these calls can surprise the candidate and they are likely to panic. Moreover, answers are to be given in a restricted time.

7. Video Interview

One of the newest forms of interviews is conducted through various video conferences, online chats, or messaging due to their rapidity and inexpensiveness. It saves time and money.

The best part of these interviews is that both the interviewer and interviewee need not be in the same place, not even the same continent. It is just like a personal interview, where the recruiter informs the candidate about the interview a few hours before the scheduled time. These interviews are done if the interviewee lives far off and cannot make it to the interviewer's place for valid reasons.

8. Depth Interview

As the term itself says, it distinguishes the interviewee in-depth. These are detailed and discovery-oriented.

• It covers the candidate's life history, academic qualifications, interests, hobbies, and professional work experience.
• The interviewer here is a listener and wants to know the candidates in detail, allowing more time and a free flow of conversation and making a friendly approach.

9. Open Call Interview

Open-call interviews, most commonly known as walk-in interviews, are conducted on the spot. The questions are not present; they vary according to the candidates' responses. Most of these types of interviews are for seasonal or temporary job roles.

10. Exit Interview

These interviews are conducted with company employees when they are leaving their jobs. In this interview, the employee is expected to deliver an honest review of his experience in the firm. Its main purpose is to give the person leaving a good feeling and take their suggestions.

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Types of Interview Formats

Researching different interview formats will help the candidates prepare better for their forthcoming interview. Here are some interview formats:

1. Individual

Individual interview types have only one interviewer and one candidate. During the interview process, employers can ask situational or behavioural questions. Typically, with such inquiries, an interviewer can pose the following:

• Job-specific questions help an interviewer determine if a candidate is a suitable fit.
• General interview questions about experience, background, strengths, and qualifications.

2. Group

A company conducts group interviews, which involve interviewing numerous applicants at once. The interviewer may propose a topic for the group to discuss. During their conversation, an observer scores their performance. Such an interview method allows an employer to comprehend the variances and nuances in candidates' talents and qualifications.

It enables companies to assess a candidate's interpersonal and communication skills. Typically, group interviews allow interviewers to discover how candidates utilise their abilities, strengths, and credentials when interacting with others.

3. Panel

A panel interview involves numerous interviewers evaluating an individual candidate based on their skills, qualifications, and experiences. Often, the panel consists of a hiring manager, a coworker, or a team manager.

In this method, interviewers typically ask questions in sequence. The response of an applicant allows the panel to assess how well they fit the company's values and culture. During a panel interview, keep eye contact with everyone and share your success with them.

4. Multiple-Round

When hiring for a technical position, many employers undertake many interviews to assess candidates' abilities and qualifications. In multiple-round interviews, the first two rounds may include a technical phase.

The last stage may include discussions with a hiring manager about the candidate's qualifications and wage expectations. Success in multiple-round interviews requires using communication and interpersonal skills to respond to questions that highlight your abilities.

5. Informational

The informational interview approach allows candidates to communicate with the professionals already working in the firm they are preparing for. These interviews are conducted by contacting specialists from various companies and scheduling meetings with them.

A specialist can help the candidate comprehend the company's work culture and atmosphere. They answer inquiries regarding various employment roles and opportunities for advancement inside the firm. When attending an informational interview, prepare a list of questions about the firm and its culture.

Also Read: Top 25 Bank Interview Questions and Answers

Why are Interviews Important?

Here's why interviews are a crucial part of the selection procedure:

1. Interviews play a crucial role in the selection process of the favourable candidate. They help the interviewer choose who is efficient and who is not.
2. Resumes do not present a clear picture or inabilities of a candidate; recruiters get to know the candidate's weaknesses and where they need training through the interview procedure.
3. Interviews are a necessary strategy to know a candidate's potential to perform tasks at the workplace and anticipate their professional behaviour.
4. Through the interviewing process, the employer and the interviewee get to know each other, essential information flows, and all doubts are freed.
5. The employer gets to know about the interviewee's actual communicative skills and checks their general skills of writing and speaking through the quality of their responses.
6. Employers also learn about the candidate's individuality and personality. They analyze their social behaviour and confidence in their body language.

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Interview Preparation Tips for Freshers

If a fresher facing an interview for the first time is nervous about how to present oneself during the interview, they can follow the below-mentioned tips:

1. The first interview tip is to always be on time-preferably earlier than the assigned time. Punctuality is the most desired trait for a job.
2. Make sure all the necessary documents are taken.
3. Prepare the open-ended interview questions like 'Introduce Yourself,' 'Why do you think this company is the best fit for you,' where the candidate is expected to have researched the company's achievements.
4. Establish strong communication skills, which is a vital part of any job role.
5. Body language is another important characteristic by which candidates are judged. Always maintain professional and modest body language, and make constant eye contact with the person in front.
6. Dress formally. It is always best to wear a neutral-coloured dress such as white, black or grey. These colours are considered modest. According to a survey, orange is considered an unprofessional or too playful colour to wear to an interview.
7. If someone asks in an interview about their weaknesses, it's best to answer them honestly. It also shows the candidate's self-awareness about their good and vulnerable traits.

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