Who has the best interview style in recruitment?

Like fashion, recruitment interviews adopt different styles to suit different personalities. Interview style also depends on the job position and organisation. As an employer, do you have a preference for what style of interview you use, or do you follow a particular formula?

Recruiter Jordan Burton spoke out about the 10-second rule. He gives candidates a minimum of 10 seconds to respond to an interview question. The 10-second rule is designed to allow the interviewee to gather their thoughts and provide a concise answer. It also provides the interviewer with enough time to assess the candidate’s communication skills and ability to think on their feet.

This may work for this particular recruiter, but it might not work for all. And it may provide an unwelcome experience for the candidate if they’re left in uncomfortable silence while pressure mounts to provide an answer. 

Different styles of interview

Recruiters and employers use various styles to assess candidate skills and suitability. Here are a few of them.

The stress interview

The stress interview is designed to assess the candidate’s ability to perform under stress and remain calm under pressure. This might be a useful technique for a job that requires immediate response times, decisive thinking and quick problem-solving.

The case interview

The case interview involves candidates being presented with an actual or hypothetical business problem and asked to develop a solution. This validates their ability to apply the skills from their CV to real-life situations and prove they can do what they say they can.

The behavioural interview

The behavioural interview focuses on a candidate’s past experiences to see how they’ve managed specific situations and used skills relevant to the position. It demonstrates their expertise and how this can be of value to the new employer.

The structured interview

The structured interview is pre-planned. It involves asking the same standardised set of questions in the same order to every candidate. The idea is that all candidates are treated equally with no bias. Employers can compare answers to determine who is the best fit.

The panel interview

The panel interview features multiple interviewers asking questions on different topics. The final decision is made by all the members of the panel collectively. This technique is useful because it brings a number of different perspectives to the table. 

The group interview

All candidates are interviewed together. Group interviews are commonly used to save time when there is a large number of applications for few job vacancies. A topic is given to discuss among the group, and the interviewer assesses individuals from the side. Interviewers can see how candidates interact while assessing personality types and communication skills. 

Heart Talent founder and talent specialist Cynthia Harris says that rather than giving 10 seconds for a response, a more inclusive approach is to supply some or all of the questions in advance to allow people to prepare ahead of time. 

Final thoughts

The best interviews are fair, objective and able to assess a candidate’s qualifications, experience and fit for the role. Interviews must be tailored to the specific needs of the position and the organisation. To get the best answers, a skilled interviewer can adapt their style to different situations and make candidates feel comfortable and confident in sharing their experiences and qualifications.

For more insights, visit the Heart Talent blog.