Unstructured sequential interview: An interview in which each interviewer forms an independent opinion after asking different questions.
Structure sequential interviews: An interview in which the applicant is interviewed sequentially by several persons, each rates the applicant on a standard form.
Interviews can also be administered in various ways: one on one or by a panel of interviewers sequentially or all at once; and computerized or personally.
Most interviews are one-on-one and sequential. In a one-on-one interview two people met alone, and one interviews the other by seeking oral responses to oral inquiries. At the same time, the employer schedules the candidate’s interviews to be sequential. In a sequential (or serial) interview, several persons interview the applicant, in sequences one-on–one before a decision is made. In such a serial interview, candidates may cover the same ground over and over again wit each interviewer. In an unstructured sequential interview, each interviewer may ask different questions. In a structured sequential interview, each interviewer rates the candidates on a standard evaluation form, using standardized questions. The bringing manager then reviews and compares the evaluations before deciding who to hire.
An interview in which a group of interviewers question the applicant:
A panel interview also known as a board interview, is defined as an interview conducted by a team of interviewers (usually two or three) who together interview each candidate and then combine their ratings into a final panel score. This contrasts with the one on one interview (in which one interviewer meets one candidate), and a serial interview (where several interviewers assess a single candidate one on one, sequentially) enables interviewers to ask follow up questions, much as reporters do in press conferences. This may elicit more meaningful responses than are normally produced by a series of one on one interview.
Mass interviews: A panel interviews several candidates simultaneously.
On the other hand, some candidates find panel interviews more stressful, so they may actually inhibit responses. An even stressful variant is the mass interview. Here a panel interviews several candidates simultaneously. The panel poses a problem and then sits back and watches to see which candidates takes the lead in formulating an answer.
It’s not clear whether, as a rule, panel interviews are more or less reliable and valid than other types of interviews, because how the employer actually conducts panel interview has a big effect on reliability and validity. For example, structured panel interviews are more reliable and valid than unstructured ones. In particular panel interviews in which members use scoring sheets with descriptive scoring anchors for sample answers are more reliable and valid than those that don’t. And, training the panel interviewers may boost the interview’s reliability but probably not its validity.
Phone and Video Interviews:
Some interviews are done entirely by telephone. These can actually be more accurate than face to face interviews for judging an applicant’s conscientiousness, intelligence and interpersonal skills. Here, neither party need worry about things like appearance or handshakes, so each can focus on substantive answers. Or perhaps candidates some what surprised by an unexpected call from the recruiter just give more spontaneous answers. In a typical study, interviewers tended to evaluated applicants more favorably in telephone versus face to face interviews, particularly where the interviewees were less physically attractive. However, the interviewers came to about the same conclusions regarding the interviewees whether the interviews was face to face or by video conference. The applicants themselves preferred the face to face interviews.
In India, video and telephone interviews are used by firms as part of the selection process. IT firms were the leaders in using telephone interviews to select technical people. Experts or clients residing outside the country found telephonic interviews convenient and cost effective. In such cases, the final employment offers are made after telephone of video interviews. Domestic recruiters generally use phone interviews at the initial stages the check primary suitability or to cross check facts. Applicants who are fond suitable are then, invited for face to face discussions before the final employment offers are made.