Interview Types


I am back from a Two weeks sabbatical (Eid Holidays). And today’s article is going to be about all the different way a company can interview you.



Interviews come in all shape and forms, recruiters have more than one chance to see if the candidate is fit not only for the job, but also for the organization. I will talk about those styles today:

Here where it all begins, it is a very cost-effective way to screen the candidates, in this type of interview I always focus on the candidates experience, this method always helps me eliminate candidates, especially if I have a large list of candidates for a very small amount of positions.

I have a very mixed emotion about this type, I always enjoy talking to different candidates, but that is WHEN they answer the calls, it can get frustrating trying over and over to get the candidates to pick up the phone, but I guess it is the cost of doing business.

This is where most of the candidates fall under, the committee interview A.K.A. the panel interview, this usually has a representative from HR (usually recruitment specialist) and a representative from the department (usually the direct supervisor and/or the section manager). There are multiple styles of conducting the interview and hopefully I will get a chance to cover them in the future.

As a specialist it is rare that I conduct such interviews, unless it is for an HR employee, other than that it is usually reserved for management candidates with C-Suite executives. and usually this will happen after a first interview with a panel as discussed above

The video interview is one of the examples of HR using technology in a cost reduction, especially for candidates that are outside the country/city, it is not a bad method although there is a barrier in getting the non-verbal communication.

  • Lunch/Dinner Interview:

This is probably the rarest type, although in my opinion in this method you can get a huge amount of non-verbal communication. Also, this style just like the one-on-one style is usually reserved for management candidates.

About HamadJ87

Diverse Human Resources experience spanning semi-government, startups, business consulting, oil/gas, petrochemicals and multinational corporations. Deep understanding of multiple sectors of economy. Drives business performance, people and culture change, and transformation initiatives through encouragement and empowerment, and human capital management expertise. Leverages best practices, and regional experience to identify challenges to deliver sustained results. He has experience in business development strategies and corporate policies by: • Planning and managing working capital and general budgets. • Development of management transformation strategies. • Applying the latest global practices in planning organizational structures and human resources strategies. • Develop global human resources mechanisms and systems Education & Certifications: • Certified Trainer by Center for Creative Leadership • Certified in Change Management from Prosci • Certified from KornFerry in TalentQ Assessments and Job Evaluations • Associate CIPD Member • Bachelor degree in Psychology • Associate degree in Computer Science

8 comments on “Interview Types

  1. Dawn Moss

    Thank you for sharing.

    I’ve been a recruiter for over a decade now and the lunch time / informal interviews always concern me the most. If your managers are not aware or trained on UK Employment Law and Protected Characteristics then it can expose organisations to risk of ET claims or damage to their reputation.

    If handled correctly and appropriately I agree you can pick up a lot more non verbal communication. Just be cautious about treating all candidates fairly, consistently and objectively.

    1. HamadJ Post author

      Thank you for the comment.
      I agree, and that applies anywhere in the world, as long as you are aware of the laws and trained in “equal opportunity” and non-verbal communication.

  2. Pingback: Telephone Based Interview | HR Masterkey

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