Once the application has been made, and the AI and/or human assessors have made their initial culls, the process advances forward to a series of interviews.
The number of interviews involved will vary from position to position and the preferences of the people who are conducting the process. Typically though, be prepared for:
- A written interview or initial questionnaire; followed by
- A phone interview;
- A face-to-face interview with the recruiter or HR manager;
- A face-to-face interview with the employer or the decision-maker at the firm.
The interviews are staged and generally once each stage has been completed some will be culled while the strongest candidates will go to the next stage.
Often, only 2 or 3 will make it to final face-to-face interview with the employer.
Of course, you will never know who you are competing against nor nor will you know their strengths and weaknesses.
Some recruiters will start from zero at the beginning of each stage so that the comparisons are only being made based on the performance at that stage
Others will build an increasing depth of your profile so if you were weaker at an earlier stage this may affect you later in the process and visa versa.
In any case, you should always try to put your best foot forward at every stage.
Interviews will have different purposes and therefore different formats. Often, recruiters will be more systematic in their approach to allow them to make judgements between different candidates. Some employers will be less systematic and be interested in finding out whether the person will fit into their team.
The main interview types that a candidate will be exposed to are:
- The behavioural interview.
- The skills interview.
Dr Schultz spent 22 years working in psychiatry and then went on to qualify as a lawyer. He has spent 34 years helping people solve problems and the unique combination of medicine, psychiatry, law and mediation provides a unique academic and practical approach to life's challenges.