Seven interview formats: when hiring managers should use each

Choosing an interview format starts with a question: what do you need to learn about the candidate? A short screening conversation, a detailed example from previous work, and a discussion of a realistic task answer different questions.

This guide offers seven practical options for hiring managers and recruiters. It is an editorial planning framework, not an exhaustive taxonomy or a reproduction of a course syllabus. The categories overlap: a panel can ask behavioral questions, and a final interview can include a technical case. Telephone and video describe how you meet, rather than what you assess.

Build structure into the formats you choose

Decide the job-related criteria, questions, and scoring approach before interviewing. OPM describes structured interviews as using predetermined questions and common evaluation standards. Apply that discipline to the assessment portions of your chosen format, while leaving room for candidate questions. OPM structured interview overview

Use the following examples as starting points to adapt with people who understand the role.

1. Screening interview

Use a screening interview to check essential role requirements and explain the opportunity before asking candidates to invest in longer assessments.

For an operations coordinator, a recruiter might clarify experience maintaining schedules, explain the position's working arrangements, and outline the next stage. Keep a short checklist of requirements that genuinely matter for the work. Ask candidates for clarification when their application leaves relevant information unclear.

A useful output is a documented decision about whether to continue, with a reason tied to the agreed criteria. Keep general impressions about conversational style out of that decision unless a specifically defined communication skill is relevant and assessed consistently.

2. Structured behavioral interview

Use behavioral questions when you want evidence of how someone handled a relevant situation previously. OPM distinguishes these questions from situational questions, which ask about a hypothetical future situation. OPM guidance on interview question formats

For a project coordinator, try: “Describe a time two important deadlines conflicted. How did you decide what to do?” Prepare consistent follow-up prompts about the candidate's actions and the outcome.

Look for evidence of prioritization, communication, and follow-through using your predefined criteria. Accept relevant examples from different settings when those settings demonstrate the required competency. Evaluate the substance of the example, rather than how neatly it follows a storytelling formula.

3. Structured situational interview

Use a situational interview to explore how candidates would approach a realistic problem. It can be useful when you want everyone to respond to the same starting information.

For a customer-support role, present this original scenario: “A customer reports a recurring problem, but the available records conflict. What would you do next?” Decide in advance what a strong response should address, such as clarifying the facts, explaining next steps, and knowing when to escalate.

Specify any constraints candidates need to understand. Avoid withholding essential information as a trick. A hypothetical answer provides evidence of proposed reasoning; consider whether another assessment is needed to observe the skill in practice.

4. Technical or case interview

Use a technical discussion or case when the role requires knowledge, analysis, or problem-solving that you need to examine directly.

For an analyst, provide a small fictional dataset and ask what they would check before presenting a conclusion. For a service lead, use a fictional backlog and ask how they would investigate delays. Explain the time available and permitted tools.

A discussion about a task and a work sample are different assessments. OPM describes work samples as performing activities that resemble the job and cautions that they suit competencies expected on entry. OPM work samples guidance

Keep exercises proportionate and avoid asking candidates to produce unpaid operational deliverables.

5. Panel interview

Use a panel when several colleagues need to assess the same evidence, particularly where the role works across functions.

For a procurement role, a hiring manager and an operations colleague could explore a supplier-delay scenario together. Assign who asks each question and who keeps the session on time. Avoid several interviewers repeatedly testing the same point.

Ask each panelist to record evidence and score responses before the group discussion. CIPD recommends this sequence to reduce the influence of other interviewers' opinions. CIPD selection methods

Give the candidate the panel members' names and roles in advance so the session has a clear purpose.

6. Group interview or discussion exercise

Use a group format selectively when interaction with other people is itself relevant to the job and you can observe each participant properly.

For example, ask a small group to discuss how to organize a fictional service handover. Define the behaviors you intend to observe, such as checking shared understanding or building a practical plan. Provide clear instructions and enough opportunities for everyone to contribute.

A panel has multiple interviewers; a group interview has multiple candidates. The latter adds complexity because participants affect one another's opportunities. Consider an individual role-play instead if it would give you clearer evidence of the same skill.

7. Final clarification interview

Use a final conversation to resolve specific, documented gaps and give the candidate a realistic understanding of the role. Explain responsibilities, priorities, support, and difficult aspects of the work. OPM's guidance on realistic job previews emphasizes communicating what a job actually involves. OPM realistic job previews

For a team supervisor, you might clarify an unanswered question about handling competing requests, then explain the team's actual escalation process.

Avoid adding a vague approval round with new, unexplained criteria. If the evidence is already sufficient, use this conversation for candidate questions and practical next steps.

Choose a purposeful combination

For one coordinator vacancy, a screening conversation followed by a structured panel and a short relevant exercise might be enough. That is an example, not a recommended number of stages for every role.

Write down the distinct evidence each stage should provide. Combine or remove stages that repeat work without resolving a genuine question.

Frequently asked questions

Which interview format is best for hiring managers?

Choose according to the job and the evidence needed. Use clear, job-related criteria and a consistent assessment approach across whichever formats you select.

Can a video interview also be structured and behavioral?

Yes. Video is the delivery channel, structured describes the question and scoring approach, and behavioral describes the type of evidence requested.

Should every recruitment process use all seven formats?

No. These are options, not required stages. Build the shortest process that provides the relevant evidence and gives candidates a useful understanding of the opportunity.