Navigating Interview Styles.

When recruiting for your business, interviews stand as the pivotal gateway between candidates and employers. As businesses strive to improve their hiring processes, the selection of interview styles becomes a critical consideration. But which approach yields the best results? In this blog, we delve into various interview styles, explore their effectiveness to guide your hiring strategies.

1. Traditional Face-to-Face CV based Interviews: Traditional face-to-face interviews have long been the cornerstone of the hiring process. Their structured format of running through a CV allows employers to gauge a candidate's qualifications, demeanor, and cultural fit. According to a survey conducted by the Chartered Institute of Personnel and Development (CIPD) in the UK, 78% of HR professionals still rely on face-to-face interviews as a primary assessment method.

Pros:

• Personal interaction fosters rapport and enables nuanced evaluation.
• Immediate feedback can be obtained through body language and facial expressions.
• Allows for clarification of responses and deeper exploration of candidate attributes.

Cons:

• Potential for interviewer bias based on non-verbal cues.
• Cost and time-intensive, for both the interviewer and interviewee
• Limited scope for assessing practical skills or problem-solving abilities.

2. Behavioral Interviews: Behavioral interviews focus on past behavior as a predictor of future performance. Candidates are asked to provide specific examples of how they handled various situations in previous roles. This approach aims to uncover candidates' competencies and assess their suitability for the position. According to a report by Totaljobs, 65% of UK employers incorporate behavioral questions into their interviews.

Pros:

• Provides insight into candidates' problem-solving abilities and decision-making processes.
• Helps identify candidates who align with the company's values and culture.
• Reduces reliance on hypothetical scenarios, offering concrete evidence of capabilities.

Cons:

• Candidates may rehearse scripted responses, diluting authenticity.
• Limited effectiveness in assessing candidates with little prior work experience.
• Requires skilled interviewers to probe effectively and interpret responses accurately.

3. Competency-Based Interviews: Competency-based interviews (CBIs) delve deeper into candidates' skills and experiences, focusing on specific competencies essential for success in the role. These interviews often follow a structured format, with predefined competency frameworks guiding the questioning process. Research by the UK Commission for Employment and Skills (UKCES) found that 82% of UK employers utilise competency-based interviews in their hiring process.

Pros:

• Aligns assessment with job requirements, enhancing predictive validity.
• Enables systematic evaluation of candidates against predefined criteria.
• Facilitates fair and consistent evaluation, reducing subjective biases.

Cons:

• Requires significant preparation to develop relevant competency frameworks.
• May overlook candidates' potential for growth or adaptation to new challenges.
• Challenges in assessing soft skills or attributes not explicitly covered by competencies.

4. Assessment Interviews: Assessment interviews go beyond traditional question-and-answer sessions, incorporating practical exercises, role plays or case studies to evaluate candidates' skills in real-time. These interviews provide a hands-on approach to assess candidates' problem-solving abilities, technical skills, and decision-making processes.

Pros:

• Offers a holistic evaluation of candidates' capabilities in simulated work scenarios.
• Provides tangible evidence of candidates' performance and potential.
• Enables direct observation of how candidates approach challenges and interact with others.

Cons:

• Requires careful design and coordination to ensure relevance and fairness.
• Can be resource-intensive, particularly for large-scale recruitment campaigns.
• May induce stress in candidates, impacting their performance and experience.

5. Panel Interviews: Panel interviews involve multiple interviewers from different departments or levels within the organisation, providing diverse perspectives on candidates' suitability for the role. These interviews offer a comprehensive evaluation by leveraging the collective expertise of panel members. According to research by the Chartered Institute of Personnel and Development (CIPD), 62% of UK organisations utilise panel interviews as part of their selection process.

Pros:

• Facilitates a more thorough and balanced assessment through multiple viewpoints.
• Enhances objectivity and reduces individual biases through group consensus.
• Allows candidates to gain insights into various aspects of the organisation and its culture.

Cons:

• Potential for intimidation or overwhelming candidates due to the presence of multiple interviewers.
• Coordination challenges in scheduling and aligning panel members' availability.
• Requires clear communication and coordination among panel members to ensure consistency in evaluation criteria and feedback.

Conclusion: In the realm of interviews, there is no one-size-fits-all approach. Each style offers unique advantages and challenges, making it essential for employers to tailor their approach to the specific requirements of the role and organisation. While traditional face-to-face interviews remain prevalent, the other styles have emerged as effective alternatives, offering deeper insights into candidates' capabilities and potential. At Mosaic for more senior roles we would recommend a 2 stage process combining the techniques that suit your needs. By leveraging a combination of these styles and integrating data-driven insights, businesses can optimise their hiring processes and secure top talent in today's competitive market.

Remember, the key lies not only in the style of interview but also in the skill and expertise of the interviewer to extract meaningful information and make informed hiring decisions.