Every business is different. So too are the positions you advertise for and the candidates you attract. Therefore, there is no one-size-fits-all formula for interviewing potential new employees. Interviews may take many forms including:
- Telephone interviews
- Video Interviews
- Panel Interviews
- Group Interviews
- Assessment Days
- Individual (one on one interviews)
One-on-one interviews and panel interviews are two of the most common options, and both have their advantages and disadvantages. Keep reading to discover which format is right for your company.
Panel Interviews: Pros and Cons
Panel interviews involve two or more interviewers and are commonly used when companies are looking to fill a senior position. Advantages of panel interviews include:
- Minimises personal biases.
- Panel members will have their own views and perspectives, leading them to ask different interview questions from each other.
- Each interviewer will observe different aspects of the candidate’s skills and character.
- Interviewers can discuss their impressions of the candidate and voice any concerns.
- A panel interview can be nerve-wracking for candidates, so it gives a good insight into how they might perform under pressure.
Conversely, the downside of a panel interview is that it may be intimidating. The added stress of multiple interviewees may cause an otherwise good candidate to interview poorly. Other negatives include confusion during the interview process (multiple questions being asked at the same time) and opposing views when it comes to making a final decision on a candidate.
Individual Interviews: Pros and Cons
An individual, or one-on-one interview, is the preferred format for most candidates. It’s far easier to establish a connection with just one person and may help the candidate to feel at ease, open up with honest answers, and perform at their best. The more relaxed setting may also encourage the candidate to ask questions and gain a better understanding of the position and the company. However, there are some downsides to a one-on-one interview which should be considered. These include:
- Subjectivity means the best candidate for the position may not be selected.
- If the interviewer lacks experience in the interview process, the interview may be too limited in scope.
- Lack of input from others may lead to bias.
A good option if you choose a one-on-one interview is to include a few rounds, with different interviewers, including some higher-level management. A tiered structure can help weed out inappropriate candidates early on so that the upper management will spend time interviewing only the top candidates.
Need Help Hiring? Ask On Line Recruitment
No one way of interviewing is better than another, and whatever suits your company’s needs best is what you should stick with. Whichever format of interview you choose to use, be sure to be well organised, have planned information to cover, and know the position you’re interviewing for inside and out. This is the best way to assess potential candidates, and feel confident you will select the best person for the job. If you’d like more information on sourcing suitable candidates for your business, or any of our other recruitment services, contact the hiring experts today at On Line Recruitment.