Incorporating creative innovations to interview has become a rising trend in most of the sectors. Companies have become more accepting of risks involved in creative interviewing as compared with the more traditional ones. Advancement in technology also has played an important role in bringing about structural changes to the interview.
Interview techniques used earlier are presented to the interviewees in an altered form. Thus, while question-answer rounds may still be used, they are now more of mutual descriptive discussions. The interviewee is not longer subject to only answering the questions fired at him. In fact, he is given an opportunity to place his doubts and lead the argument. This technique helps both the parties to open up and understand each other well.
Today, the recruitment process is broken down to several sections; each with its own degree of importance. Interviews can be segregated in two large fundamental sections - Screening Interviews and Selection Interviews.
Screening interviews are the basic techniques to sieve out unsuitable candidates. Phone interviews, online objective tests, email questionnaires are some forms of screening interviews.
Selection interviews, however, are the ones that are more detailed in nature, and target at zeroing in on the right candidate. Selection interviews too, consist of many small crucial sections. First and second interviews, situational interviews, stress interviews etc. are integral parts of selection interviews. Sometimes the selection interviews stretch up to a third round.
Companies that are based abroad are known to conduct interviews through video conferencing. This enables them to reach out globally to candidates, who are well qualified to join their team. Improvement in technology has thus eliminated many obstacles which were faced during recruitment earlier.
Whether it is the first, second or third interview, a lot goes into the planning of each so as to maximize the outcome. Some companies may emphasize on elaborating the resumes whereas others may simply ask candidates to speak more about their expectations and future plans. Many organizations are keen to know about the responsibilities handled by candidates in their previous jobs.
Interviewers have started encouraging the candidates to "think out of the box". Irrelevant and unusual questions are often introduced to check candidates' creative thinking, spontaneity, versatility and humor level. Some unusual questions are mentioned as below.
These new and creative techniques have turned around the recruitment scenario incredibly. Interviews have metamorphosed into interesting conversational sessions that efficiently bridge the gap between the employers and potential employees.