The millennium has changed the way we look at interviews. Therefore, the way we prepare for an interview has changed as well. This blog will review the most common ways of interviewing 1)Phone Interview 2)Zoom Interview and 3) In-Person interviews. The Phone and Zoom were highly used during Covid-19, and they are here to stay. In the past the most common way of interviewing was the “In-Person” method and it took a great deal of time from all parties and a travel cost factor. Adding the Phone Screen and Zoom interviews will allow both the candidate and interviewer to assess if they want to pursue the next step of In-Person interview.
One important factor you need to know is that the purpose of an interview is for both the candidate interested in the job position and the Interviewer is to screen each other. In other words, the candidate should be interviewing this potential company. An interview is not a one-way conversation or engagement. The candidate has as much right to interview the company and determine if that is a good place to work. Let’s review each interview method, the purpose of each method and the Pros & Cons. In my next blogs we will discuss how to prepare for these types of interviews.
I. The Phone Interview –
Purpose: This method of interviewing can be used as a “pre-screening” strategic. It serves as a simple way to validate a few things, eliminate a prospect, a candidate to eliminate a company, or schedule a follow up interview. The length of this method of interview can be between 20-30 minutes.
For the Candidate, He/She can validate:
a) The salary pay range and if it is in the ballpark they are searching for.
b) The job position and expectations
c) The work atmosphere. You will probably not get enough information on this subject. But maybe enough to know you don’t want to continue to pursue this company.
d) Find out more about the person they would be reporting to. It is unlikely that you will meet your potential boss over the phone. You’ll may be talking to someone in personnel or a non-managerial position.
Candidate’s Pros on this method is getting clarity on salary range and some information on the company’s atmosphere. The pre-screener’s demeanor will be a factor on the positive atmosphere of the company. Although there is no need to dress up for the interview, I still recommend you dress up. By dressing up you are in a different state of mind. The candidate also has saved travel time.
Candidate’s Cons – You have to sell yourself through your voice only. You will only have 20-30 minutes to build a rapport.
For the Interviewer He/She can validate:
a) The salary expectation of this candidate
b) A brief discussion of their past experience and why they left or want to leave their current employer
c) Job requirements and job expectations
Interviewer Pros– from the company’s perspective is that you are probably only spending 20-30 minutes on the phone. This interview can be done by a mid-level employee of the company. You can get a great deal of information of the candidate’s confidence and knowledge by analyzing the voice and communication.
Interviewer Cons – The interviewer will not be able to observe the candidate’s body language, facial expressions or attitude. The assessment of the candidate is made on voice and answers. Due to such limited amount of information and time, a good candidate may be ruled incorrectly.
II. The Virtual/ Zoom Interview-
Purpose: To screen candidates without having to fly in out of the area candidate. It allows the company to interview more candidates in a shorter period of time. In a Virtual or Zoom style interview you should be able to get more substance of information than from the Phone Interview.
For the Candidate, He/She can validate: Can validate same as the phone interview but with more details
a) The salary pay range and if it is in the ballpark they are searching for.
b) The job position and expectations – In more details than in a phone interview
c) The work atmosphere, also in more detail
d) Get information about the person they would be reporting – It is likely that you would be interviewing with a higher position than an a phone interview. Likely that you would be interviewing with a potential boss
e) Seeing the person you are interviewing will allow you to get know one of their employees. The respect this interviewer bestows on the time they spend with you is important. I am a firm believer that the people that work for the company represents the company as well. If a company has an interviewer who is rude or disrespectful, this may give the candidate an insight to a possible disfunction in the organization.
Candidate’s Pros – Saves travel time and frees the candidate to accomplish more things including more job hunting. The candidate will be able to get a glimpse of the company’s atmosphere and culture by assessing the interviewer’s personality, professionalism and attitude. The candidate may be more relaxed since the interview is at home.
Candidate’s Cons – One of the biggest cons is the possibility of technical difficulties. The unpredictable Wi-Fi or computer glitches can cause stress on the candidate. Poor video quality can ruin the quality of the interview. Your inability to be able to get on a Virtual interview or other video platforms will show your lack of technology and be eliminated immediately. In a video interview you are limited to a time frame and limit to the time to answer your questions.
For the Interviewer He/She can validate:
a) The salary expectation of this candidate
b) A brief discussion of their past experience, why they want to work for them, and why they left or want to leave their current employer
c) Job requirements and job expectations. Ask more detail information of what assets this candidate has that would contribute to the company
d) See the candidate and get a good understanding the candidate’s communication skills.
e) Interviewer will be able to ascertain that this candidate is up to date with technology once the virtual interview begins. Unfortunately, the interviewer will be able to eliminate candidates on the inability of the candidate to connect to the virtual interview. It will definitely server a purpose to know how versed in computer virtual technology, trouble shooting or the composure of the candidate should the virtual connection not be successful
f) Evaluate the candidate’s positive attitude, knowledge, communication skills & commitment levels
Interviewer Pros – It saves a company from reimbursing candidates for travel expenses. They can book more interviews during the day. Each interview is under 1 hour long on an average of 30 minutes. It opens the doors to interview out of state individuals. It provides a bigger pool of candidates in distant areas. They can assess the candidate’s communication skills.
Interviewer Cons – A big con is not being able to due an in person evaluation of a candidate. You’re not able to see body language, expressions and interpersonal skills. When you meet someone in person, there is a sense of candidness that you cannot get over the phone or in a Virtual type interview. The Virtual interview will limit the time spent with the candidate, the lack of quality & quantity time will hinder the assessment made. In addition, you will not have the ability to introduce the candidate to other employees, and hence limiting feedback from other company employees. A candidate may be ruled out due to connectivity issues or bad connections hinder the visual, audio, smoothness & success of a good interview. Virtual type interviews may cause “step on candidates responses” and vice a versa.
III. The Traditional In-Person Interview – The “In-Person Interview will never be replaced with any other methods of interviewing. It is the most solid way to get know an individual and for the candidate to experience a potential employer.
Purpose:
To get to know candidates in depth in the environment of the employer. These interviews can last 1 hour or more. It is possible that the candidate may interview with more than one company employee. The setting can be a panel style interview with 2 or more interviewers in the room. It can also be an interview with one person at a time and then moving the candidate to the next interviewer. A tour of the facility may take place.
Candidate’s Pros
Aside from validating all the same points listed above in the “Phone” and the “Virtual” interviews sections, the candidate will have the ability to come out of that “in-person” interview with a better understanding of the work place environment. The candidate may feel the positive or negative vibe of the company. It is very easy to walk into a company and see if the company employees are happy to be there or not. The candidate will also be able to see the body language or personality of the interviewer. It is reasonable to evaluate a company by the employees they hire and how the company train on leadership skills. A candidate can determine if they can work with the manager they are interviewing with. Again it is important for a candidate to know that he is also interviewing the company. He also will make a decision whether to accept the position or not.
Candidate’s Cons –
Very little cons to this interviewing approach other than it takes more time from the candidate. Travel time and in person time is a lot more than phone and virtual interviews. In addition, since it is a face to face meeting the candidate may experience more anxiety or nervousness. If the candidate is not reimbursed for travel time, that is a cost factor that needs to be taken into account.
Interviewer Pros –
The purpose of an in-person interview is to get to know a candidate face to face and in more depth. Having a candidate in person allows the interviewer to read body language and get a better perspective of the candidate’s communication, social skills and how he handles the pressure of the interview. No other type of interviewing method will give more information about a candidate than meeting them in person. In addition, when a candidate is in person, the company has the ability to have other staff members meet them and get their opinion of the candidate. This type of interview is generally longer and requires more preparation.
Interviewer Cons –
Very little cons other than being labor intensive and the time for preparation required to have a candidate in person. Due to the time required to do one interview, it is difficult to interview a large number of candidates in one day or in one week. If the company pays for the travel of candidates outside the area, then it can be more costly to the company.
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Summary: The interview process can be stressful for both the candidate and the company. The time factor on both parties can be challenging. Interviews are extremely important for both parties. The company wants to make sure they bring on board the best suitable individual. Companies lose a great deal of money and time every time they need to replace an individual. Therefore, it is important that the company is committed to taking the time to get to know this individuals qualifications, communication skills, and personality to ascertain they are a good fit for their corporate culture. The longevity of their employees is of huge importance.
By the same token the Candidate will use the opportunity of the interviews to also ascertain if this company is a good fit for their career growth. Today’s young candidates are in need of career growth and also a job that allows them to have a personal life outside of work. The old ways of having any employee put in 10+ hours a day are not suitable for today’s new generation. Most candidates want to give it their all during their work and then go home and have a social personal life.
For the success of the company and the employee there has to be a good compromise of the employee/company expectations.
