Every manager is expected to know how to conduct a classic job interview for a new position. However, in any company, a manager should also feel confident that there are different types of interviews and how to conduct interviews for other purposes.
The responsible person should know what an exit interview is, what an investigative interview or investigation is about, and how the presentation style should differ.
Therefore, you need to know this for different interview types.
What does an interview for a new job look like?
The main scenario most people will think of when conducting an interview is interviewing external and internal candidates for a new position at a company. This could be a traditional hour-long question-and-answer process between the prospective manager, the candidate, and a member of HR.
However, there are many other ways this interview can be conducted, and a manager should be prepared to conduct the best interview for the desired position and type of candidate. There are panel interviews, group interviews, full-day interviews, task-based interviews, and video/phone interviews.
Each type of interview has a place that depends on the level of the position in the company, the competencies to be demonstrated and the nature of the role. If the role involves working on different teams, a panel or group interview would be appropriate to allow the candidate to be assessed by the different team leaders or to demonstrate their ability to work with others.
The style of questioning can also vary between role play scenarios with examples from experience and competence-based questions. Some interviewers also employ a “stress interview style”. These are questions that pressure a candidate to judge how they will respond.
The most important thing a manager needs to consider when deciding on the type of interview is what the candidate needs to demonstrate in order to successfully fulfill the position and fit into the culture of the team.
What is an exit interview?
Exit interviews are becoming more and more common when an employee leaves the company. This can be for any reason, including a new job elsewhere, for retirement, or for a lifestyle change. Exit interviews serve many purposes; They express respect for employees, provide feedback to the company and provide a process for resolving outstanding paperwork.
The company should have a procedure for exit interviews offered to employees before they leave the company and minutes of the meeting should be kept. A manager should keep the meeting professional and follow company policies, but also create a relaxed and positive atmosphere where the employee feels comfortable giving honest feedback.
A manager should consider what information from the interview is most valuable as this may be the last opportunity to ask questions. If a manager is wondering “what is an exit interview” and “what can I ask,” there are plenty of sample questions online and helpful advice on what to look for.
How about interviewing someone in an investigation?
Managers often need to have difficult conversations with employees, and sometimes this requires an interview format. This is the case when an employee’s trust or competence has been questioned. This is usually to determine if company rules or legal requirements have not been complied with and disciplinary action is required.
In this situation, many factors should be considered. The supervisor should be fair and objective, the investigation should be reasonable and have ample evidence beforehand, and formal processes and records of communications between those involved should be maintained. The employee should also have the opportunity to prepare for the interview and have another person present for support, such as a union representative.
A manager should remember to seek advice from HR where possible and remain transparent throughout the process. The manager should also keep all details of an investigation confidential and act professionally throughout.