In today's dynamic business world, the selection of qualified employees is crucial to the success of an organisation. Traditional interview techniques are often no longer sufficient to attract the best talent and build long-term working relationships. As a result, organisations are increasingly looking to innovative interview methods to make informed and forward-thinking selections. This article presents some of the most popular interview techniques that help organisations identify and successfully hire highly qualified candidates.

Interview technique

1. the structured behavioural interview

The structured behavioural interview technique has proven to be an effective method for analysing the behaviour of applicants in certain situations. It involves asking standardised questions based on past experience and actual behaviour. This technique enables the interviewer to better understand the applicant's reaction pattern and draw conclusions about their future behaviour in similar situations. According to Ilka Szentkiralyi, the founder of indivHR,

"this method makes it easier to predict an applicant's suitability for a particular position, as past behaviour is often a good indicator of future performance."

2. the case study-based interview technique

The case study-based interview method presents the applicant with real or fictitious challenges that they might face in the position they are applying for. This technique allows the interviewer to assess the candidate's problem-solving behaviour and demonstrate their analytical skills. Such an approach helps organisations to identify candidates who are able to think their way through complex situations. Ilka Szentkiralyi emphasises:

"Case study interviews provide an excellent opportunity to assess cognitive flexibility and the approach to challenges."

3. the use of behavioural rating scales

Behavioural assessment scales are a structured way of objectively evaluating the behaviour of applicants during the interview. These scales contain specific behavioural criteria and performance categories that enable the interviewer to systematically assess the applicant's behaviour. By using such rating scales, subjective impressions can be minimised and a uniform evaluation of all applicants can be ensured. By using objective criteria, companies can make better decisions when selecting applicants.

Practical examples

  1. An IT company looking for an experienced project manager uses the case study-based interview method to confront applicants with various project management scenarios. This enables the company to assess the candidates' skills in solving complex project challenges.
  2. A retail chain looking for employees with excellent customer service skills uses the structured behavioural interview technique to assess applicants in real-life customer service situations. This allows the company to focus its candidate selection on those who have a proven track record of above-average positive customer interactions.

Would you also like to take your recruiting to the next level and attract the best talent for your company? Arrange a free initial consultation today with indivHR, the experts in innovative interview technology and employee selection. Benefit from tailor-made solutions that optimise your recruitment processes and ensure long-term business success.#