Types of job interview: what you should know

HOW THE SELECTION PROCESSES WORK

The selection of candidates for an available position is among the functions of human resources departments. The first fundamental task of the technicians responsible for these departments is to verify the characteristics of the available positions, as well as the skills and skills that the employees must have on their CV to perform them. After this, a choice will be made regarding the type of interviews and the methodologies to be used in this selection process. The choice of the type of interviews will be made according to the objective of the job and the function in question, but also according to the company itself and its culture. Everything is planned. Knowing the company, you are applying for can give you some clues as to how the selection process will be.

TYPES OF INTERVIEWS

Face-to-face interview

The face-to-face interview is still privileged in many companies. The fact that the candidates come to the place gives way to an interpersonal treatment that is only possible in loco and offers the candidates the possibility to get to know the facilities of what may become their place of work. There may be companies that opt for a face-to-face interview only at a later stage of the selection process. However, this will depend on the type of company culture and the type of recruitment process underway.

Remote interview

Remote or distance interviews are increasingly used, either for physical reasons or by choice. It may also happen that, at a first moment, the interview is remote and, later in the recruitment process, there may be a face-to-face interview. This type of interview may be conducted by telephone or video. If this is the case, pay attention to some details and prepare the interview in advance to minimize the unforeseen events.

Individual Interviews

This is probably the most common type of interview. The idea is that only one candidate is present, and it is guided by the person responsible for the Human Resources department and by a person responsible for the company to which the person is applying. The objective of the first interview will always be to present the organization and the available position, followed by a presentation of the candidate and possible doubts to be clarified. There may be only one or several interviews, depending on the selection process itself. This is the type of information you will take with you at the end of the interview.

Group Interviews

Although individual interviews are the most recurrent, group interviews are also used in some companies, often to evaluate the way the candidate interacts in a social context and when in contact with his/her peers. For this reason, this form of assessment can be a source of anxiety for many people. The important thing is to keep calm and act as if you are in a work context and not in an assessment, trying to use your skills in the best way. Always think that you will not be asked to do anything that you are not prepared to do.

THE METHODOLOGIES

If we talk about interviews, we can also talk about methodologies, i.e., techniques used to measure a certain competence. Here are some of them so that you can know how to prepare yourself and stand out during a recruitment and selection process.

Behavioral Interview

In this type of interview recruiters evaluate mainly the soft skills of the candidates, that is, competencies or behavioral qualities. These skills will give information to the recruiter whether the candidate fits in with the culture of the organization. Read our article to find out which soft skills are most valued in finance and accounting.

Stress interview

In this type of interview, recruiters will evaluate how the candidate would behave in a certain situation. The questions are made in a sequential and quick way, so that the way each candidate manages his/her emotions and how he/she deals with stressful situations is gauged. This type of interview is normally applied when the jobs available may involve situations of anxiety or generate high levels of stress.

Case Studies

Case studies can be assigned to candidates to assess their logical reasoning, for example. In these cases, you should not be too concerned about the correct answer. What the recruiter is really evaluating is your analytical ability. So, try to make an analysis of the situation, giving a coherent justification.

Technical interview

Here the objective is to test your technical skills through direct and practical questions, in a conversational environment. Even so, the technical part can also be tested through other types of methodologies such as aptitude tests, which are widely used in the finance and accounting areas. This type of test is carried out with a limited amount of time to answer a certain number of questions, with the aim of assessing more specific knowledge of the finance and accounting sectors.

FED FINANCE: FROM THE INTERVIEW TO THE JOB

Fed Finance gives you all the support you need in your professional project, from the first interview to getting a job. All you need to do is fill in the FORM and a consultant will analyze your application and contact you as soon as possible. You can also access and apply immediately for job offers in the accounting area available on the FED FINANCE website.