Recruitment and Selection: Interviewer Types

Recruitment and Selection Policy: 8 Interviewer Types

• Interviewers have different styles.
• Some interviewers are friendly and conversational, creating a relaxed atmosphere.
• Others create pressure and ask challenging questions.
• Interviewer styles can affect candidate's comfort and responses.

The Stickler

• The Stickler plans the interview meticulously.
• They believe there's a "right" way to conduct an interview.
• Interviews with Sticklers are highly structured, formal, polite, and business-like.

The Helper

• Helpers are people-oriented.
• They create a friendly and warm environment.
• Offering coffee and biscuits, assisting with coats, and guiding candidates are common behaviors.
• Interviews feel more like chats than formal interviews.

The Performer

• Performers view interviews as opportunities for self-promotion.
• They talk positively about the job and organization.
• They are charming, seductive, and attractive.
• Candidates are encouraged to look fashionable and share the latest industry buzzwords.

The Prober

• Probers aim for in-depth understanding of candidates.
• They might ignore strict structure and take longer than necessary.
• They have a knack for identifying hidden qualities in candidates.
• They prefer candidates who are unique and interesting.

The Observer

• Observers conduct interviews as one-way information gathering processes.
• They collect information from candidates without revealing much about themselves.
• They notice details and the big picture.
• They come across as interested, curious, and charming to foster conversation.

The Questioner

• Questioners assess candidates thoroughly.
• They use many questions, checks, tests, and references.
• They only provide support to the candidates who they believe are appropriate.
• The support candidates to be successful.

The Enthusiast

• Enthusiasts are highly engaged and motivated by candidates' enthusiasm.
• They may be impatient and might arrive late.
• They might talk more than the candidates.
• They want to share their own enthusiasms.

The Boss

• Bosses want to evaluate candidates' strength immediately.
• They use tactics that create pressure, such as putting candidates on the spot.
• They encourage strong and brash candidates who are willing to be followers.

The Avoider

• Avoiders prefer to remain in the background during interviews.
• They defer to other interviewers or candidates.
• They want to let things happen naturally.
• They are not focused on controlling the interview process.