Every manager would be expected to know how to carry out a traditional job interview for a new position. However, in every company, a manager should also feel confident to know that there are different interview types and how to carry out interviews for other purposes.
The person in charge should know what an exit interview is, what an investigative interview or inquiry is about, and how the style of delivery should differ with each.
Therefore, this is what you need to know for different interview types.
What does an interview for a new position look like?
The principal scenario that most people will think about when carrying out an interview is an interview across external and internal candidates for a new position in a company. This could be a traditional one-hour, question and answer process between the potential manager, candidate, and a member of HR.
There are many other types of ways that this interview can be delivered, though, and a manager should be prepared to deliver the best interview type for the position and type of candidate wanted. There are panel interviews, group interviews, full-day interviews, task-related interviews, and video/phone interviews.
Each type of interview has a place depending on the level of the position within the company, the competencies that should be demonstrated, and the nature of the role. If the role involves working across various teams, a panel interview or group interview would be appropriate so that the candidate can be assessed by the different team leads or demonstrate their abilities of working with others.
The style of questions can also vary between role-play scenarios, providing examples from experience, and competency-based questions. Some interviewers will also implement a ‘stress interview style’. These are questions that will put pressure on a candidate to assess how they respond to this.
The key thing for a manager to consider when deciding on the interview type is what they need the candidate to demonstrate to successfully deliver the position and fit into the team’s culture.
What is an exit interview?
Exit interviews are becoming more widespread practice when an employee leaves the company. This can be for any reason, including for a new position elsewhere, for retirement, or for a lifestyle change. Exit interviews hold many purposes; they show respect for employees, offer feedback to the company, and provide a process for resolving any outstanding formalities.
The company should have a process for exit interviews to be offered to employees before they depart from the company, and a record should be kept of the meeting. A manager should keep the meeting professional and follow the company guidelines, but equally should create a relaxed and positive atmosphere for the employee to feel comfortable in giving honest feedback.
A manager should consider what the most valuable information is to get from the interview, as it may be their last opportunity to ask. If a manager is asking themselves, “what is an exit interview” and “what can I ask,” there are plenty of example questions online and helpful advice on what to be careful of.
What about interviewing someone in an investigation?
Often, managers will need to have difficult conversations with employees, and sometimes this will take an interview format. This is when the trust or competency of an employee has become into question. This will normally be to determine if company rules or legal requirements have not been followed and a disciplinary is required.
In this situation, many factors should be considered. The manager should be fair and objective, the investigation should be reasonable with considerable evidence gathered beforehand, and formal processes and records should be kept of communication between those involved. The employee should also have an opportunity to prepare for the interview and have another person present for support, such as a union representative.
A manager should remember to seek guidance from HR where it is available to them and remain transparent throughout the process. The manager should also regard all details of an investigation as confidential and act professionally throughout.