Types of Interviews

  • Competency-Based Interviewing. Competency-Based Interviewing is the most effective method and can be used in all types of interviews. Competency-Based Interviewing identifies the skills, abilities, and talents that account for on-the-job performance. Integrating a behavioral competency model of interviewing, supervisors and managers move beyond exploring what and when a candidate did something to how and why they did it. The competencies that the candidate used are more important than the duties he was assigned in a previous job and for how long. Confirming transferable skill sets, defining behavioral indicators, and asking self-appraisal or third-party appraisal questions are some competency-based interviewing techniques.
  • Panel Interviews. These are conducted by a small group of managers and/or campus representatives (faculty, staff, students) and are the type most frequently used on the campus. Panel interviews allow for various perspectives on the competencies required for the position and each candidate's qualifications, providing a more objective measurement of the candidate's ability to do the job. If the position requires technical expertise that the hiring authority doesn't have, it is best to include someone who has such expertise.
  • Individual interviews. These are one-on-one interviews. In some instances, the supervisor may conduct the first round of interviews and select one to three finalists for final interviews by the manager.
  • Sequential interviews. Sequential interviews consist of a series of panel or individual interviews; the purpose is to give various individuals or groups a chance to interview and assess a candidate.