Methods of interview
1. Behavioral interview
In behavioral interviews, candidates are asked to explain their skills, experience, activities etc - as examples of your past behavior.
2. Screening interview
Screening interviews are generally conducted when an employer has a large applicants which they want to narrow down to a more manageable number.
3. Stress interview
The stress interview is designed to find applicants who can handle stress, and handle it well. For some position, jobholder have to work under high pressure so that employer need checking this ability of candidate.
4. Situational interview
A situational interview utilizes hypothetical events in the form of a question. Candidates are asked how they would react if they encountered that event. In situational interviewing, job-seekers are asked to respond to a specific situation they may face on the job, and some aspects of it are similar to behavioral interviews.
5. Phone interview
Phone interview is a method which is conducted by telephone. Most screening interviews are done by phone interview. A phone interview is also used when candidates reside in other countries.
6. Face to face interview
Face to Face interview (one to one interview) is most common interview method and just involves interviewer and interviewee alone in a private office. This is also known traditional interview in which job seekers meet the employers in face to face
7. Group interview
All the candidates/job seekers will be in the same room during the interview with one or some interview.
8. Panel interview
A panel interview is a technique that allows several member of a hiring company to interview a interviewee at the same time. A panel interview include a committee interview and one interviewee.
9. Structured interview
The interviewer has a standard set / sequence of questions that are asked of all candidates. Interviewers read the questions exactly as they appear on the survey questionnaire.
10. Unstructured interview
Unstructured interview are a method of interviews where questions can be changed to meet the respondent’s intelligence, understanding.
Source: Interview methods
Good find. What's your resource, if you don't mind me asking? I'm sure they'd have some good stuff to pass around.
Let me take a stab at this from a different angle with some different ideas about some of the definitions given:
Unstructured interviews are actually more like the description of face-to-face although the amount of structure is irrelenvent to the mode of the interview, whether face to face, by written correspondence, or over the phone.
a) Unstructured interviews are often seat of the pants, socially oriented, and generally fail to be good indicators of anything but better at measuring fit than anything else.
b) Structured interviews are, essentially, a forced script for the interviewer and should be accompanied by a scale to rate responses either generally or on a variety of dimensions.
c) Semi-structured interviews will permit the use of follow-up questions that are not on the list of permissable follow-up questions. Scientists do not prefer them because their effect/value is harder to measure but they are generally more realistic because you can ask an appropriate follow up to an off-script response.