5 Kinds of Interview Rounds and Their Pros and Cons

5 Kinds of Interview Rounds and Their Pros and Cons

5 Kinds of Interview Rounds and Their Pros and Cons

Date: 30/01/2019 | Posted by: MeritTrac | Category: General

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

It maybe true that over time, a recruiter tends to develop his own way or method of conducting an interview, 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. Ready to prepare your dream team?

5 kinds of interview formats

Depending on the industry, geography and the role itself, an interviewer makes fine tunings into his hiring process, but it can be broadly divided into five categories. Each one has its own pros and cons and one can employ a blend of these to achieve desired goals. Let’s look at these closely.

1) Tele/Video Call Interview

It must be noted that interview is a resource and time consuming process and one must employ methods that weed out misfits and weaker candidates effectively.

Interviews held over a telephone or a video call help in a quick candidate assessment when you have a long list of candidates. What the CV may not reveal can be probed through a telephonic interview and the recruiter can draw conclusions based on the conversation, tone and responsiveness of the candidate.


A tele/video interview can reveal 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


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

2) Assessment Round Interview

Assessment rounds have become a standard for mass hiring. Hiring experts believe assessment rounds are best suited for fresh graduates and help in assessing multiple skillsets and evaluating talent on individual and group skills.

A typical assessment round can last a full day and may include presenting a case study, group tasks, personal interview, psychometric and physical tests.

Many companies employ innovative strategies like games and experiential case study based assessment platforms like Authess to measure competency of candidates in diverse role based situations.


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


Takes more time and planning

May miss the best talent in mass screening

Candidates may already know the interview process details

3) The Face-to-Face Interview

Considered a gold standard for evaluating a candidate, face to face interviews can range from soul probing conversations to a stress interview making the candidate sweat all over. A face to face interview allows the recruiter to gauge a candidate on many parameters be it body language, interpersonal skills and spontaneity. It also helps in testing a candidate’s domain knowledge by quizzing his theoretical knowledge.


Thoroughly tests a candidate

Gauge body language and confidence


Interviewer may get biased

Time and resource consuming

Assessment criteria can vary with different interviewers

4) Interview Panel

An interview panel is considered a more accurate method of conducting a personal interview. It takes away the risk of personal bias and offers a well rounded assessment where every member of the panel adds a valuable insight about the candidate.


Assessment by multiple recruiters at the same time

Each interviewer can evaluate on a set parameter

Candidate feels more valued


High involvement and resource consuming

Can be too overwhelming for a candidate and put him on guard

Panel can reach a disagreement

5) Group Interview

A less popular interview process these days, group interview tests more that one candidate at a go. The interviewer asks the same question, or the next sequential question to a group of candidates and may use elimination, scoring or rapid fire rounds to assess every candidate. This interview process tests the competitiveness of candidates and allows the hirers assess a large number of candidates.


Fast and effective for assessing large groups

Test competitive spirit and teamwork

Can be conducted by less qualitied recruiters too


More planning and man power is needed

Favours speed over accuracy in answers

The best candidate may get missed out

From conventional to futuristic hiring

Interviewing may not be an exact science and many would agree that there is no right or wrong way to conduct an interview, but now-a-days we are using technology to turn into a near exact science. Simulations are changing the conventional hiring process to deliver better results in role-based situations.

Like MeritTrac's CodeTrac , a performance-based coding platform that provides real-time feedback to help companies assess candidates’ coding skills for performance benchmarking and effective recruitment.The platform is integrated with domain-based tests to assess candidates’ end-to-end full-stack software development capability and benchmark it with industry standards.

By leveraging CodeTrac, organizations can design an efficient developer recruitment cycle, bridge skill gaps for employee career progression, build customized coding scenarios based on business needs, and tailor pre- as well as post-training requirements.