Types of interviews: A complete HR guide

Would you trust a hiring process that still turns away one in four candidates?

Surprisingly, Forbes reports that 42% of candidates have declined job offers due to negative interview experiences. 

Why? Because the interview stage is no longer a polite chat—it’s your employer brand’s loudest moment. 

In 2025, the strongest teams combine structured, bias-aware questions with AI-powered video and conversational assessments, surfacing 60% of a candidate’s potential that a resume may hide.

Summarise this post with:

What is an interview?

An interview is a structured conversation where recruiters or hiring managers assess candidates’ skills, technical abilities, personality traits, domain experience, and cultural fit for a role.

Interviews can take various forms, and their purpose is to select the right candidate. Let’s explore the different types of interviews,

Structured interview

In a structured interview, the employer uses a predefined set of questions for all candidates. This method enables the objective assessment and shortlisting of candidates based on predetermined criteria. Responses are recorded, and candidates are graded or scored based on their answers.

Structured interviews are on the rise; 64% of companies use a standardized question set and see up to 55% higher predictive validity compared to unstructured chats.

Since recruiters design the questions based on hiring goals, this structured format ensures consistency and fairness, making it easier to identify the best fit for the role. This type of interview is very useful for large-scale hiring or hiring for standardized job roles. 

Unstructured interview

Unstructured interviews do not have a predefined format; they may take a different direction. Instead of following a script, recruiters explore a candidate’s personality, career aspirations, and thought process.

Unstructured interviews are best suited for evaluating cultural fit and creative roles. Additionally, it gives a broad understanding of a candidate’s communication skills. 

It also carries a disadvantage of bias. An interviewer’s personal preferences can sometimes lead to biased evaluations. 

Behavioral interview

A behavioral interview focuses on a candidate’s past experiences to predict how they will perform in similar situations in the future.

Recruiters ask open-ended questions to understand how candidates have handled workplace challenges in the past. Their responses are then evaluated against a structured rating scale to identify the best fit for the role.

Candidates often answer using the STAR method (Situation, Task, Action, Result) to describe real-world experiences. 

Since behavioral interviews rely on real-life examples, a candidate’s ability to recall and express past experiences is essential. 

Situational interview   

In situational interviews, candidates are given hypothetical scenarios or real-life situations related to the job and asked how they would handle them. 

A situational interview offers valuable insights into a candidate’s problem-solving and decision-making skills. These interviews help hire candidates for customer service or managerial roles. 

This type of interview also has a drawback. Sometimes, pressure can impact candidates’ responses, making it harder for them to showcase their true abilities.  

Technical interview

Technical interviews are primarily used to assess a candidate’s industry-specific skills and expertise. This assessment is often done through practical tests, coding challenges, or technical questions. 

Candidates showcase their skills by writing code or solving tasks in real-time on a shared screen. Such interviews are best for IT, engineering, software development, and highly technical roles.

Case study interview

In case study interviews, candidates are presented with a real-world business problem and asked to provide solutions. It tests the critical thinking and analytical abilities of a candidate.

If you are hiring for consulting, finance, and strategy-based roles, this interview type stands out as a good option. 

Stress interview

Stress interviews assess how a candidate handles stress and responds under pressure in high-pressure situations. 

If you are hiring for consulting roles, these interviews are essential to filter candidates who can tolerate high stress. 

It’s an excellent method to avoid sensitive candidates who may become upset in stressful situations. However, this type of interview may result in a negative candidate experience.  

Video or phone interview

Video interviews are ideal for global hiring. Conducted remotely via video conferencing, this format is cost-effective and eliminates geographical barriers. 

Employers use phone interviews to screen candidates efficiently, rather than inviting everyone for a face-to-face round. Spontaneous responses in unexpected calls help assess a candidate’s intelligence and interpersonal skills.

Video interviewing has matured beyond pandemic triage; 82% of organisations now use it across all role types. 

Testlify’s module layers async recording, automated transcriptions, mobile optimisation, and real-time bias alerts on top of standard live calls, giving recruiters speed without sacrificing candidate warmth.

AI-powered & asynchronous video interviews

One-way/async video lets candidates record answers on their schedule, eliminating the calendar Tetris that drives 33% of applicants to abandon the process.  

Why it matters

• Companies that switched to asynchronous interviews cut time-to-hire by 50% and recruitment costs by 30%.  
• 82% of employers now rely on virtual interviews, yet 70% of candidates still crave a human touch, so UX must be flawless.  
• Bias monitoring is no longer optional as AI adoption in recruitment hits 87%.  

Exit interview

Exit interviews are conducted when an employee leaves the company to gather feedback about their experience and areas for improvement. This type of interview helps improve retention strategies and understand employee concerns.

Types of interview formats

Panel interview

A panel interview involves multiple interviewers assessing a candidate simultaneously. Typically, the panel consists of an HR representative, a hiring manager, and a domain expert. 

Panel interviews are typically placed as the final stage of the hiring process, as they enable a broad evaluation from different perspectives. Additionally, it is conducted during the hiring process for executive roles and high-stakes positions. 

Panel interviews have drawbacks, as conflicts can arise among panel members due to differing opinions. But it’s not too stiff all the time. 

Group interview

In a group interview, multiple candidates are assessed together as they discuss a given topic. An observer evaluates their performance, focusing on communication, teamwork, and problem-solving skills. 

This format helps employers identify differences in candidates’ abilities and see how they apply their strengths in real-time interactions.

Informational interview

This is not a hiring interview, but rather an exploratory conversation where the candidate learns about the company. It is commonly used for networking and career exploration.

Typically, this type of interview is conducted for students and professionals seeking industry insights. The candidate may ask questions about the company and its environment to make the most of the discussion.

Task-oriented interview

In task-oriented interviews, candidates are given a specific task or assignment related to the job to evaluate their practical skills and ability to meet deadlines. It is highly recommended for skill-based roles.

Key factors HRs & recruiters should assess in an interview

Hiring the right candidate requires more than just reviewing resumes. During an interview, you must determine the candidate’s communication skills, problem-solving abilities, adaptability, and cultural fit to determine whether they are a good fit for the role.

Beyond technical expertise, adaptability and willingness to learn are key indicators of long-term success. Candidates who embrace change and accept feedback are more likely to grow within the company. 

Finally, recruiters should assess career aspirations and ethical judgment. A candidate’s long-term goals and professional integrity provide insights into their commitment and reliability.

Common interview questions to ask

Asking the right mix of questions ensures that HR professionals assess candidates holistically. Below are some essential interview questions categorized for different aspects of candidate evaluation.

General & icebreaker questions

These questions help create a comfortable atmosphere and provide an overview of the candidate’s background.

• Tell me about yourself.
• What do you know about our company?
• Why do you want to work here?
• What are your strengths and weaknesses?
• What motivates you in the workplace?

Role-specific & technical questions

These questions evaluate a candidate’s domain expertise, problem-solving abilities, and industry knowledge.

• What relevant experience do you have for this role?
• Can you walk me through a project where you applied [specific skill]?
• How do you stay updated with industry trends?
• What tools or technologies have you used in your previous role?
• How would you handle [specific job-related challenge]?

Behavioral questions (STAR method)

Behavioral interviews assess past experiences to predict future performance using the STAR method (Situation, Task, Action, Result).

• Can you share a time when you faced a significant challenge at work? How did you handle it?
• Describe a situation where you had to work under tight deadlines.
• Give an example of when you had to resolve a conflict in the workplace.
• Describe a time when you took the initiative on a project.
• Have you ever made a mistake at work? How did you fix it?

Situational questions

These questions test problem-solving skills and adaptability by presenting hypothetical workplace scenarios.

• What would you do if you received negative feedback from your manager?
• If you were assigned a task outside your expertise, how would you approach it?
• How would you handle a disagreement with a coworker?
• Imagine you’re managing multiple deadlines—how would you prioritize?
• How would you react if a major project you worked on failed?

Cultural fit & teamwork questions

Assessing cultural alignment helps ensure the candidate thrives in the company’s work environment.

• What type of work culture do you prefer?
• How do you handle working with diverse teams?
• Describe your ideal manager or leadership style.
• Have you ever worked in a remote or hybrid environment? How do you stay productive?
• How do you contribute to team success?

Candidate’s perspective & closing questions

Ending an interview with candidate-driven questions helps HR professionals understand expectations and clear any doubts.

• What are your expectations for this role?
• Do you have any questions about the company or team?
• Where do you see yourself in five years?
• What kind of support do you need to excel in this role?
• Are there any concerns about this role that we can address?

Best practices for conducting different types of interviews

Interviews are vital for employers to truly understand their prospective employees. Beyond assessing skills and experience, interviews provide insights into a candidate’s personality, work ethic, and passion.

Below are some best practices for conducting compelling interviews:

• Ask open-ended questions to encourage detailed and thoughtful responses.
• Observe nonverbal cues such as body language, confidence, and engagement.
• Take structured notes to compare candidates fairly and avoid bias.
• Know what not to ask. Try to avoid discriminatory or legally sensitive questions.
• Utilize technology such as AI-powered video interviews and applicant tracking systems to enhance efficiency.
• Select the right interview type based on the role and assessment needs.
• Set clear evaluation criteria to standardize the hiring process.
• Prepare a set of well-thought-out questions to ensure consistency.

Conclusion

Interviews are more than just a hiring formality; they shape the foundation of a strong workforce. A well-planned approach ensures that recruiters look beyond resumes. 

Selecting the appropriate interview format can help HR professionals make more informed and unbiased hiring decisions. 

Interviews shape culture as much as they fill roles. Pick the correct format, ground it in data, and stay human.

Testlify’s AI video, async assessments, and real-time bias dashboard give you the evidence you need to hire faster and fairer without drowning in spreadsheets—power up your interview process todayay!