Job interview a candidate at a job interview

Technical

Further information: Coding interview
This kind of interview focuses on problem solving and creativity. The questions aim at the interviewee's problem-solving skills and likely show their ability in solving the challenges faced in the job through creativity. Technical interviews are being conducted online at progressive companies before in-person talks as a way to screen job applicants.

Technology in interviews

Advancements in technology along with increased usage have led to interviews becoming more common through a telephone interview and through videoconferencing than face-to-face. Companies utilize technology in interviews due to its cheap costs, time-saving benefits, and their ease of use.^[45]
Also, technology enables a company to recruit more applicants from further away.^[77] Although they are being utilized more, it is still not fully understood how technology may affect how well interviewers select the best person for the job when compared to in-person interviews.^[78]
Media richness theory states that more detailed forms of communication will be able to better convey complex information. The ability to convey this complexity allows more media-rich forms of communication to better handle uncertainty (like what can occur in an interview) than shallower and less detailed communication mediums.^[79] Thus, in the job interview context, a face-to-face interview would be more media-rich than a video interview due to the amount of data that can be more easily communicated. Verbal and nonverbal cues are read more in the moment and in relation to what else is happening in the interview. A video interview may have a lag between the two participants. Poor latency can influence the understanding of verbal and nonverbal behaviors, as small differences in the timing of behaviors can change their perception. Likewise, behaviors such as eye contact may not work as well. A video interview would be more media-rich than a telephone interview due to the inclusion of both visual and audio data. Thus, in a more media-rich interview, interviewers have more ways to gather, remember, and interpret the data they gain about the applicants.
So are these new types of technology interviews better? Research on different interview methods has examined this question using media richness theory. According to the theory, interviews with more richness are expected to result in a better outcome. In general, studies have found results are consistent with media richness theory. Applicants’ interview scores and hiring ratings have been found to be worse in phone and video interviews than in face-to-face interviews.^[80] Applicants are also seen as less likable and were less likely to be endorsed for jobs in interviews using video.^[81] Applicants have had a say too. They think that interviews using technology are less fair and less job-related.^[82] From the interviewers’ view, there are difficulties for the interviewer as well. Interviewers are seen as less friendly in video interviews.^[45] Furthermore, applicants are more likely to accept a job after a face-to-face interview than after a telephone or video interview.^[77] Due to these findings, companies should weigh the costs and benefits of using technology over face-to-face interviews when deciding on selection methods.