I’m interviewing… what type of interview do I choose?

Hi everyone, I’m Julia Kernaghan from Project Ops and this week I’m discussing I’m interviewing… what type of interview do I choose?

Within the recruitment process the interview is one of the most important aspects.  The job interview is a strategic conversation with a specific purpose.  When you invite a candidate to speak to you in an interview, you’re indicating an interest in bringing them into your team.  The interview provides you with valuable firsthand information about a candidate’s background, their skills and experiences; a sense of who the person is; and an idea of how their attributes match your role requirements.

To find the best candidate for your role, your team and your company, it’s important that you conduct multiple interviews using different types of interviews.  This gives you both the opportunity to determine if you are a good “fit” for each other.

A well-structured and timely interview process is important for you, the hiring manager, and the candidates.  Before you start talking to any candidates you must have a plan of what type of interview, how many, and with whom the candidate will meet?

Here are five of the most popular interviews available to you...


1.    Screening or phone interview

This is a very cost and time effective way to screen the candidates, it’s perfect to quickly clarify information about a candidate, assess their motivation and enthusiasm for your role.  You can also learn more about the candidate’s expectations for the role.  You’ll be better equipped to judge whether they’re a serious applicant and you’d like to invite them to the next stage. This phone call only needs to be about 10-20 minutes.


2.    Traditional interview

This is the most common type of interview. It’s a face-to-face interview with the candidate and yourself (and/or another senior leader). It serves as a two-way street for the exchange of information.  You’ll have the opportunity to dig deeper with the candidate about their skills and past experiences and can impart more in-depth information about the various aspects of the role, team and company.  In addition, you’ll get to view the candidate’s body language and non-verbal cues.


3.    Behavioural-based interview

The logic behind the behavioural interview is that the candidates past performance in a similar situation is the best predictor of future performance.  This type of interview is where you ask questions based on common situations of the role.  You will be looking for answers from the candidates which describe the situation, the task, what action they took and what was the result or outcome.


4.    Task orientated or testing interview

This is a problem-solving interview where the candidate will be given some exercises to demonstrate their creative and analytical abilities; this may also include a test to evaluate the candidate’s technical knowledge and skills.  You could also ask a candidate to undertake a presentation to a group to determine communication skills.


5.    Panel interview

This is an efficient way to get different representative of the company involved in the interview.  It precludes any personal biases that might creep into the interview process, it allows for different interpretations or perceptions of the same answer. The panel typically includes the hiring manager, plus two to four other members of the management team or work group.  Each panel member is responsible for asking questions that represent relevancy from their position.

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There isn’t an exact formula for interviewing and what works for one person might not work for another.  Differing roles can also govern the kind of interviews that you need to run.  At the end of the day, interviews provide you information, helping you make an informed decision about the candidate that best fits the role and the company.  I suggest that a mix of the above types of interviews, including phone interviews.  Remember that bringing new people into the company doesn't always go well, so hire slowly and test out a combination of the above suggestions.


Finally (I nearly forgot to mention), be ready for the questions that a candidate will ask of you.  Happy interviewing and good luck!


How Project Ops can help?

Project Ops was established 3 years ago, with the aim to assist and educate small business owners on what their requirements are and how to ultimately streamline their staffing operations.

Australia’s employment landscape has become confusing and daunting for business. It's full of complex policies and changing legalities, is hard to understand and even harder to keep up-to-date with. With most business owners being extremely time-poor, finding the time to focus on HR is usually less of a priority. That’s where Project Ops comes in. With Project Ops, we make HR simple!

We can cover all your end-to-end recruitment needs; we can set up your new staff onboarding and induction process; we can assist with HR Advice and can guide you through any tricky HR situation; we can provide compliant HR Policies and HR documentation (such as Employment Contracts; HR Letters e.g. warning letters, termination letters; Forms; and Checklists); we can recommend, set-up and roll-out online HR management systems; we can set up your Performance Management system and guide you through the process; we can assist with team planning and role definition; we can assist with leadership coaching; and the list goes on! If you would like to discuss how Project Ops can assist your business, please get in touch!

Project Ops are one of Australia’s leading outsourcing specialists, providing some of Australia’s best talent to businesses of all sizes for one-off projects, short or long-term contracts. Specialising in Human Resources (HR), Recruitment, Business Operations, Change Management, Project Management and Event Management.