Interview Types: Your Complete Guide to Hiring Formats and Styles

What are the main interview types? (15-second definition)

Interview types combine a format (modality plus structure) with a style to assess candidate fit and skills. Think of it as choosing both the “where and how” (format) and the “what you ask” (style) to evaluate potential hires.

• Modality: The modality includes in-person meetings, phone calls, live video conferences or one-way asynchronous recordings. 
• Structure: The structure determines whether you conduct one-on-one sessions, group interviews with multiple candidates, or panel interviews with multiple interviewers. 
• Style: The style shapes your questioning approach: behavioral questions about past experiences, situational hypotheticals, technical assessments or practical simulations.

Small businesses often default to whatever interview type feels familiar, but a structured hiring process with strategic combinations yields better results.

The core formats (explained in plain English)

Understanding each interview format helps you build a hiring process that balances efficiency with thoroughness. We recommend viewing formats as tools in your toolkit – each serves a specific purpose in evaluating candidates.

Phone screen

Phone screen interviews offer fast qualification of basic requirements and cultural alignment. They’re perfect as a first pass for small teams who need to quickly eliminate obviously unqualified candidates. Keep these conversations at 15 to 30 minutes and focus on deal-breakers like availability, salary expectations and core competencies.

Live video

Live video interviews serve as a remote alternative to onsite meetings. Treat these as formal and structured sessions, not casual chats. They work particularly well for remote positions or when geographic constraints make in-person meetings impractical. Ensure both parties test technology beforehand to avoid technical difficulties disrupting the conversation.

One-way (asynchronous) video

One-way video interviews present preset questions that candidates answer on their own time. This format proves ideal for high-volume screening when you need consistency across many applicants. Candidates record responses to your questions, and you review them when convenient. This approach saves scheduling headaches while maintaining standardization.

In-person

In-person interviews remain the gold standard for final fit assessments and collaboration tests. Use these for critical hires or final rounds when you need to evaluate subtle interpersonal dynamics. The investment in coordinating schedules pays off when hiring for leadership or customer-facing roles where presence matters.

Panel

Panel interviews involve multiple interviewers who share an evaluation rubric. They prove efficient for cross-functional roles where the new hire needs to work with various departments. Panels reduce individual bias and provide diverse perspectives, though they require more coordination and can intimidate some candidates.

Group

Group interviews assess several candidates simultaneously, making them useful for frontline or multi-hire situations like seasonal retail positions. Watch how candidates interact with peers, demonstrate leadership and handle competition. However, reserved but qualified candidates might get overshadowed in group settings.

Interview styles you’ll mix and match

While formats determine the logistics, interview styles shape the actual assessment. We’ve found that combining multiple styles within your chosen format yields the most comprehensive candidate evaluation.

Behavioral (STAR method)

Behavioral interviews operate on the principle that past examples predict future behavior. Using the STAR method (Situation, Task, Action, Result), you ask candidates to describe specific instances where they demonstrated relevant skills. For example: “Tell me about a time you resolved a conflict with a difficult customer.”

This style works exceptionally well for roles requiring soft skills like leadership, teamwork or problem-solving. Listen for specific details and outcomes rather than vague generalizations.

Situational

Situational interviews present hypothetical scenarios to assess judgment and prioritization skills. Questions like “What would you do if a key vendor suddenly raised prices by 30 percent?” reveal how candidates think through problems they haven’t necessarily encountered before.

These questions prove particularly valuable for management roles or positions requiring quick decision-making under uncertainty.

Technical

Technical assessments, also known as task assessments or simulation-based assessments, require candidates to demonstrate actual job skills through practical exercises. This might include coding challenges for developers, writing samples for content creators, job simulations for customer service roles, or presentations for sales positions.

Case

Case interviews require candidates to analyze and solve business scenarios, commonly used in consulting and finance but adaptable to any analytical role. Present a realistic business challenge and evaluate their problem-solving approach, not just the final answer.

Stress

Stress interviews deliberately create pressure to test composure, though we recommend using them cautiously and only when the role genuinely involves high-pressure situations. Aggressive questioning or manufactured stress can damage your employer brand and isn’t predictive of performance in most roles.

Best interview mix for small businesses (quick picks by situation)

Small businesses need efficient interview processes that don’t sacrifice quality. We’ve identified optimal combinations for common hiring scenarios that balance thoroughness with resource constraints.

• Entry-level or frontline (many hires): For high-volume entry-level positions, use this streamlined approach: one-way video screening → short live call → brief onsite simulation. This combination quickly filters large applicant pools while giving finalists a chance to demonstrate practical skills.
• Specialist roles: Technical specialists require deeper assessment: phone screen → technical assessment or simulation → panel interview for culture and collaboration fit. This progression validates both hard skills and team compatibility without overwhelming your hiring team.
• Manager roles: Leadership positions demand comprehensive evaluation: structured behavioral panel interview plus practical presentation (such as a 10-slide strategic proposal). This combination assesses both past performance and forward-thinking capabilities.

Remember that effective onboarding starts during the interview process. Your interview mix should give candidates realistic job previews while evaluating their potential contributions.

How to choose your formats (SMB-first criteria)

Selecting the right interview formats requires balancing multiple factors unique to your business situation. We recommend evaluating these four criteria when designing your interview process.

1. Speed vs. depth: Asynchronous screens accelerate high-volume hiring by eliminating scheduling delays. However, panels add rigor and alignment for critical roles where getting it right matters more than moving fast. Consider your urgency and the cost of a bad hire when choosing formats.
2. Role seniority and skills: Match your format to what you’re assessing. Technical roles benefit from hands-on tasks or simulations that demonstrate competence. Leadership positions require behavioral interviews and panel discussions to evaluate soft skills and cultural fit.
3. Scheduling and resources: Video interviews and asynchronous formats reduce coordination burden for small teams. If your key decision-makers travel frequently or work varying schedules, these formats provide flexibility without sacrificing candidate evaluation quality.
4. Candidate experience and fairness: Consistent questions and evaluation rubrics ensure fairness while transparent communication about next steps improves candidate experience. 

Choose formats that respect both your team’s time and candidates’ efforts while gathering the information needed to make confident hiring decisions.

30-day rollout (from zero to a working interview plan)

Transform your interview process in one month with this systematic approach. We’ve designed this timeline to help small businesses implement professional interview practices without overwhelming their teams.

Week 1: Design your stack.

Pick your interview sequence (for example: phone screen → live video → panel) based on typical hiring needs. Write a 10-question bank per role including five behavioral questions, three situational scenarios and two role-specific task prompts. Store these in a shared document for consistency.

Week 2: Build your rubric.

Create a four-point scoring rubric for each question ranging from poor to excellent. Define what constitutes each score level with specific examples. Train all interviewers on consistent note-taking and calibration through practice sessions or role-playing exercises.

Week 3: Pilot and measure.

Test your process with three real candidates. Track time-to-schedule, pass-through rates at each stage, and gather candidate feedback through brief surveys. Document what works smoothly and where friction occurs.

Week 4: Refine and lock.

Review your pilot results to identify weak questions that don’t differentiate candidates effectively. Retire these and strengthen your question bank. Lock your rubric and consider adding one-way video for high-volume roles if scheduling proved challenging.

This systematic rollout ensures your HR practices meet professional standards while remaining practical for small business constraints.

Question frameworks (plug-and-play for busy owners)

Strong interview questions form the foundation of effective candidate assessment. We’ve developed these frameworks that you can customize for any role in your organization.

• Behavioral (STAR) questions: Focus on common workplace challenges like team conflict, deadline pressure or ambiguous tasks. Frame questions as “Tell me about a time you…” to elicit specific examples. For instance: “Tell me about a time you had to deliver negative feedback to a team member. How did you approach it and what was the outcome?”
• Situational questions: Present realistic scenarios your employees face, such as unhappy customers or missed KPIs (key performance indicators). Ask “What would you do first and why?” to understand their problem-solving approach and priorities.
• Role task assignments: Design 30- to 60-minute practical exercises that mirror actual job responsibilities. Provide a sample brief, create a job simulation or request a short presentation relevant to the role. Keep scope reasonable and directly related to core job functions.

Evaluation and compliance basics (keep it fair and simple)

Fair and legal interview practices protect your business while ensuring you select the best candidates based on merit. Small businesses must understand basic compliance requirements to avoid costly discrimination claims.

Use structured questions and apply the same rubric per role to reduce unconscious bias. Avoid off-limit topics including age, family status, religion, disability or other protected characteristics. Focus exclusively on job-related qualifications and requirements.

Keep evidence-based notes linked to each specific question rather than general impressions. Summarize candidate responses against your predetermined rubric instead of relying on gut feelings. This documentation proves invaluable if hiring decisions are ever challenged.

For pivotal roles, prefer panel interviews to balance individual perspectives and reduce single-interviewer bias. Document all hiring decisions with clear rationale tied to job requirements. This practice supports both diversity initiatives and legal compliance.

Owner’s dashboard (metrics to watch)

Tracking key metrics helps you continuously improve your interview process. We recommend monitoring these indicators monthly to identify areas needing adjustment.

• Time-to-schedule measures how quickly you move candidates through your process. Long delays lose top talent to faster-moving competitors. 
• Pass-through rates by stage reveal where candidates drop out, highlighting potential process issues.
• Offer-accept rate indicates whether your interview process attracts or repels candidates. Low acceptance rates might signal poor candidate experience or misaligned expectations. Track 30-day and 90-day success proxies like performance ratings or early turnover to assess hiring quality.
• Candidate satisfaction score (CSAT) or Net Promoter Score (NPS) provides direct feedback on your interview experience. Even rejected candidates should feel respected and fairly evaluated.

Iterate monthly based on these metrics. Prune questions or formats that don’t improve either hiring speed or quality. Your interview process should evolve as your business grows and learns what predicts success in your unique environment.

Implementing your interview strategy

Creating an effective interview process doesn’t require massive resources or complex systems. Start with one role, implement the basics well, then expand as you gain confidence and see results. Focus first on consistency, using the same questions and evaluation criteria for all candidates applying for the same role. This simple practice dramatically improves hiring outcomes while ensuring legal compliance.

Consider your company culture when designing interview experiences. Your process should reflect your values and give candidates accurate previews of working with your team. Remember that interviewing is a skill that improves with practice and feedback. Invest in basic interviewer training for anyone involved in hiring decisions. Even a two-hour workshop on questioning techniques and bias reduction pays dividends in better hiring outcomes.