Interview Rounds

In the corporate world, an interview is considered the final test for accessing a candidate’s competencies, abilities, and aptness for the role.

It may be true that over time, a recruiter tends to develop his way or method of conducting an interview, but the bottom line is that he must extract the right professional, psychological and functional insights from a candidate to make the best hiring decisions for his company.

We all want to know how to separate cream from milk when it comes to hiring and, in this article, we are going to help you achieve that. 

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5 Tips to Crack the Job Interviews

When meeting someone for the first time, you only have one chance to make a good first impression. When applying for a new job, preparing for the interview can help decide your chances of success. There are a few critical aspects to consider to successfully finish the interview:

  • Tips 1: Research the employer
  • Tips 2: Match the job description to your skills
  • Tips 3: Research the company
  • Tips 4: Set your first impression
  • Tips 5: Share more about your experience

5 Kinds of Interview Formats

An interviewer’s recruiting process may be roughly classified into five categories, depending on the sector, area, and function itself. Each has advantages and disadvantages, and a combination of them might be used to accomplish desired results.

Traditional/One-on-One Interview:

The traditional one-on-one interview is a face-to-face meeting between an interviewer and the job seeker. This type of interviewing allows for personal connections, creating an opportunity to get to know more about the candidate than resumes or applications can provide.

Pros:

  • Thoroughly tests a candidate
  • Gauge body language and confidence

Cons:

  • Interviewer may get biased
  • Time and resource consuming
  • Assessment criteria can vary with different interviewers

Panel Interviews

A panel style consists of several (typically 3 – 5) representatives from within a company who all evaluate the candidate’s skills and fit at once during their short lifespan conversations with each person present consensuses into whether or not this individual should take up available positions

Pros:

  • Assessment by multiple recruiters at the same time
  • Each interviewer can evaluate a set parameter
  • Candidate feels more valued

Cons:

  • High involvement and resource consuming
  • Can be too overwhelming for a candidate and put him on guard
  • Panel can reach a disagreement

Video Conferencing

Technology has made it so potential employees don’t even have to meet in person before securing employment opportunities video conferencing brings new dynamics by eliminating travel times worries while still ensuring employers secure the top-notch talent they desperately seek deeply rooted culture pros permanent sizes webcam capable conference rooms much-improved efficiency through go digital movement using sites like Skype Google Hangouts Facebook Etc.

Pros:

  • A tele/video interview can reveal the presence of mind, responsiveness, and communication skills of a candidate
  • It’s faster and takes less effort
  • You can skim out the weaker candidates early in the hiring process
  • Can be held over long distances

Cons:

  • One cannot judge the body language of a candidate
  • Connectivity and network issues may occur
  • A candidate may not perceive it as crucial as a face-to-face interview

Assessment

Assessment rounds have become the norm for large-scale employment. Assessment rounds, according to hiring experts, are best suited for recent graduates since they aid in analyzing numerous skill sets and evaluating talent on individual and group skills.

A typical evaluation might span a whole day and may involve the presentation of a case study, group tasks, a personal interview, and psychometric and physical testing.

Many businesses use creative tactics including games and experiential case study-based assessment platforms such as Authess to test candidates’ abilities in a variety of role-based circumstances.

Pros:

  • Evaluate talent on multiple skill sets
  • Tests teamwork and individual skills
  • Ideal for large groups and freshers
  • Its uniqueness throws candidates out of their set routine

Cons:

  • Takes more time and planning
  • May miss the best talent in mass screening
  • Candidates may already know the interview process details

Group Interview

Group interviews are a less common interview method these days since they examine more than one candidate at a time. The interviewer asks the same or the next consecutive question to a set of applicants and may assess each candidate using elimination, scoring, or rapid-fire rounds.

This interview approach assesses candidates’ competitiveness and allows hiring managers to evaluate a large number of prospects.

Pros:

  • Fast and effective for assessing large groups
  • Test competitive spirit and teamwork
  • Can be conducted by less qualified recruiters too

Cons:

  • More planning and manpower are needed
  • Favours speed over accuracy in answers
  • The best candidate may get missed out

Types of Interview Rounds

Interview rounds can be of different types such as:

  • 5 Rounds of Interviews
  • 4 Rounds of Interviews
  • 3 Rounds of Interviews

5 Rounds of Interviews

The 5-round interview is often done for recent graduates and includes exams and tests to gauge aptitude, cognitive capacity, and behavioral qualities.

The key benefit of this 5-step interview process is a thorough examination of a wide variety of employability characteristics.

The drawback of doing a 5-round interview in the traditional method is that it requires more time, money, and effort.

4 Interview Rounds

In comparison to a 5-round interview, this procedure includes fewer aptitude/cognitive/behavioral exams and focuses on domain-specific examinations.

A four-round interview will include pre-screening tests, an aptitude or domain competence test, an HR interview, and an interview with the recruiting manager.

The benefit of this interview procedure is that the results are processed quickly. A four-round interview that does not include a behavioral evaluation may result in a greater attrition rate.

3 Rounds of Interviews

A three-round interview is customary for seasoned professionals who have been hand-picked for their skills and talents. An HR round, a technical round, and a final discussion round may be included in this style of interview.

A three-round interview is ideal for making speedy recruiting choices, but if your recruitment strategy does not involve online evaluation tools, it may result in mis-hires.

Interview Rounds in Software Companies

Depending on the employment profile, the number and kind of interview rounds may range from one business to the next. The following is a list of potential interview rounds used by prominent Indian software companies.

  • Telligent Interview Rounds: A total of 3 to 4 rounds of interviews are conducted for various software jobs at Telligent. This may include an HR round, a basic aptitude round, a technical round, and a face-to-face interview round with a hiring manager.
  • Interview Rounds in TCS: Four rounds of interviews are conducted by TCS, and this includes an aptitude test, a technical interview, a managerial interview, and an HR interview. 
  • Infosys Interview Process: A software job interview at Infosys may contain only two rounds featuring a technical interview round and an HR round. Job interviews for entry-level candidates may include a reasoning ability round, a quantitative aptitude round, and a verbal ability round. 

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