Every organization develops their own method for vetting talent. What does your organization’s procedure say about your values and culture?
Behavioral Interviews. Behavioral interviews ask applicants about experiences in their past. How have they demonstrated skills and achieved results? Organizations who value experience and are rooted in tradition often utilize this approach.
Situational Interviews. While behavioral interviews highlight how the interviewee has responded in the past, situational interviews focus on how they might respond in the future. How might an individual diagnose a problem or react to a situation? Organizations who value abstract thought and innovation can lean on situational interviews.
Skype interview. An indispensable tool for busy companies. An organization with lots of moving parts and remote teammates does well with Skype interviews as a preliminary tool. It allows key players to meet the interviewee without being in the same location and indicates how savvy the interviewee is with technology.
Lunch Interviews. More informal interviews over meals are valuable for organizations with strong relational components. How at-ease is a candidate? How do they get along with their interviewers? These things can be gauged in a more in depth way over lunch.
Panel Interviews. The number of individuals involved reflects how diffuse or centralized decision making is in a company or university. The speed of the process can also indicate how fast-paced an organization is.
Consider the strengths of your approach and evaluate how you might benefit from integrating aspects of another approach.