Job interview

A meeting in which an employer assesses a candidate’s suitability for a position and the candidate learns about the job.

Structured interview: An interview in which candidates receive the same planned questions and are evaluated using consistent criteria. Standardized questions and scoring make job-interview judgments more comparable.
Job analysis: The systematic study of a role’s tasks, responsibilities, and required qualifications. Interview criteria should derive from the work the position actually requires.
Telephone interview: A job interview conducted by voice call, often used for an initial screening. It lets employers assess candidates before arranging a longer meeting.
Interview bias: Systematic distortion in interview judgments caused by irrelevant cues, expectations, or stereotypes. Bias can cause interviewers to mistake similarity or first impressions for job merit.
Work sample test: An assessment requiring candidates to perform tasks that closely resemble duties of the target job. Work samples test job tasks directly rather than relying mainly on verbal accounts.
Behavioral interview: An interview that asks candidates to describe past actions as evidence of how they may perform in future situations. Employers use past examples to assess job-related competencies.
Personnel selection: The process of choosing people for organizational roles using evidence about their suitability. Interviews are one method within the broader selection process.
Video interview: A job interview conducted through live video or recorded video responses. Remote hiring uses video to conduct interviews across distance.
Halo effect: A judgment bias in which one favorable trait shapes evaluations of a person’s other traits. A strong first impression can inflate ratings of unrelated qualifications.
Psychometric testing: The use of standardized measures to assess psychological traits, abilities, or other attributes. Tests can measure attributes in a standardized format unlike conversational evaluation.

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