Which type of interview is best?

The best type of interview depends on the specific goals of the hiring process, the role being filled, and the candidate's strengths. Different types of interviews are suited to various situations, and each has its pros and cons. Here are some of the most common interview types, along with their advantages:

1. Structured Interview

• What it is: A standardized set of questions is asked to all candidates, ensuring consistency.
• Best for: Comparing candidates based on a consistent set of criteria, ensuring fairness.
• Pros:
  • Helps eliminate interviewer bias.
  • Provides easy comparison between candidates.
  • Often used in technical or entry-level roles.
• Cons: May not allow for deep exploration of a candidate’s unique skills or experiences.

Source: Indeed - Structured Interview

2. Behavioral Interview

• What it is: Focuses on past experiences to predict future performance. Candidates are asked about specific situations where they demonstrated key competencies.
• Best for: Assessing a candidate’s problem-solving, teamwork, and leadership abilities.
• Pros:
  • Provides real-life examples of how the candidate handles challenges.
  • Helps assess cultural fit based on values and behavior.
• Cons: Candidates with less work experience may struggle to provide sufficient examples.

Source: SHRM - Behavioral Interview

3. Technical Interview

• What it is: Candidates are given practical problems related to the job, such as coding challenges or system design exercises.
• Best for: Technical roles like software engineering, data science, or IT.
• Pros:
  • Provides direct insight into a candidate’s technical abilities.
  • Simulates real job tasks, giving an accurate assessment of their problem-solving skills.
• Cons: Can be stressful and may not reflect real working conditions, where collaboration and resources are available.

Source: Glassdoor - Technical Interviews

4. Case Interview

• What it is: Common in consulting, candidates are presented with a business problem to solve in real-time.
• Best for: Assessing analytical and problem-solving skills, especially for consulting or management roles.
• Pros:
  • Shows how candidates think on their feet.
  • Evaluates both technical and communication skills.
• Cons: Requires significant preparation and may not fully reflect day-to-day job tasks.

Source: Harvard Business Review - Case Interviews

5. Panel Interview

• What it is: Multiple interviewers from different departments or levels of the company interview a candidate simultaneously.
• Best for: Roles requiring cross-functional collaboration.
• Pros:
  • Saves time by involving multiple stakeholders at once.
  • Provides a broader assessment of the candidate from different perspectives.
• Cons: Can be overwhelming for candidates, and it may be harder to build rapport with interviewers.

Source: Indeed - Panel Interview

6. Unstructured Interview

• What it is: A more informal conversation where questions are tailored to the candidate’s responses, with no set format.
• Best for: Evaluating creativity, cultural fit, and unique qualifications.
• Pros:
  • Allows for deep exploration of a candidate’s experiences and skills.
  • More conversational and comfortable for candidates.
• Cons: Lack of structure can lead to bias, making it difficult to compare candidates fairly.

Source: BetterTeam - Unstructured Interviews

Conclusion

• Structured interviews are best for ensuring consistency and fairness.
• Behavioral interviews are effective for assessing cultural fit and problem-solving abilities.
• Technical interviews are ideal for evaluating specific job-related skills.
• Case interviews are great for assessing analytical thinking, particularly in consulting.
• Panel interviews save time and provide multiple perspectives but can be intimidating.
• Unstructured interviews are more conversational but risk being inconsistent and biased.

The "best" type of interview ultimately depends on the specific role and the qualities being evaluated. For technical roles, a technical or structured interview may be ideal, while for leadership or creative roles, an unstructured or behavioral interview might work better.