Types of Interview Techniques and When to Use Them in 2026
Hiring decisions shouldn’t feel uncertain months after an offer is signed. I’m writing this because many hiring teams struggle not due to a lack of candidates, but because interviews fail to surface real fit, judgment, and soft skills early enough. Recent data shows that 60% of hiring managers question their hiring decisions within six months, most often due to gaps in how candidates are evaluated during interviews. Interview techniques are not just formats. They are structured decision framewo
Hiring decisions shouldn’t feel uncertain months after an offer is signed. I’m writing this because many hiring teams struggle not due to a lack of candidates, but because interviews fail to surface real fit, judgment, and soft skills early enough. Recent data shows that 60% of hiring managers question their hiring decisions within six months, most often due to gaps in how candidates are evaluated during interviews.
Interview techniques are not just formats. They are structured decision frameworks that help employers assess candidates consistently and fairly. From behavioral interviews using the STAR method to fully structured interview formats, the right approach significantly improves hiring accuracy. Research shows structured interviews are twice as effective as unstructured ones in predicting job performance.
This article explains the most effective interview techniques used in 2026, when to use each, and how to apply them to make more confident hiring decisions.
Why Interview Techniques Matter
Interview techniques form the foundation of effective hiring decisions. Understanding different interview types allows employers to evaluate candidates with consistency while reducing bias in the selection process.
Well-defined interview techniques improve assessment quality by focusing on job-relevant skills rather than surface-level impressions. They support fairness by applying the same evaluation criteria to every candidate. Most importantly, they lead to stronger hiring outcomes and lower attrition.
Without structured interview techniques, hiring decisions become subjective and inconsistent. Poor hiring decisions can cost up to 30% of an employee’s annual salary, according to the U.S. Department of Labor, making interview design a critical business consideration. That's why mastering various types of interviews is essential for any organization.
Types of Interview Techniques
Different interview situations call for different techniques. Understanding the types of interview Techniques helps you choose the best approach for each hiring scenario. Here are the most common interviewing techniques used by successful organizations.
Each interview type has specific strengths and ideal use cases. From one-on-one conversations to group panel interviews, the format you choose impacts both candidate experience and hiring quality.
Behavioral Interview Techniques
Behavioral interview techniques are built on a proven principle: past behavior is the most reliable indicator of future performance. This approach asks candidates to describe real situations they have handled, rather than hypothetical scenarios.
Questions typically begin with prompts such as “Describe a time when…” or “Give an example of…”. These responses reveal how candidates think, act, and make decisions in real workplace conditions.
The STAR Method
The STAR method is a widely accepted framework for behavioral interviews. STAR stands for Situation, Task, Action, and Result, providing a structured way to assess candidate responses.
This format ensures candidates explain context, responsibility, execution, and outcomes clearly, allowing interviewers to evaluate answers consistently across candidates.
Here's how the STAR interview technique works. First, candidates describe the Situation they faced. Next, they explain the Task or goal they needed to achieve. Next, they specify the particular steps they undertook. Finally, they share the Results of their efforts, preferably with measurable outcomes.
Research shows that behavioral interviews using the STAR method are highly effective. They reveal decision-making skills, problem-solving abilities, and how candidates handle workplace challenges. This makes them ideal for roles requiring teamwork, leadership, or critical thinking.
When to Use Behavioral Interviews
Use behavioral interview techniques when you need to assess specific competencies. They work well for evaluating soft skills like communication, adaptability, and conflict resolution. They're also valuable for understanding how candidates approach real-world workplace situations.
Structured vs. Unstructured Interviews
The debate between structured and unstructured interviews shapes modern hiring practices. Each approach offers distinct advantages depending on your hiring goals and organizational needs.
Structured Interview Techniques
Structured interviews rely on a predefined set of questions asked in the same order for every candidate. Responses are evaluated using consistent scoring criteria, improving comparability and reducing interviewer bias.
This format is especially effective when hiring at scale or when objective decision-making is required.
The benefits of structured interviewing are significant. According to a meta-analysis published in the Journal of Applied Psychology, structured interviews are twice as effective as unstructured ones for predicting job performance. They also minimize unconscious bias and support fair hiring practices.
Unstructured Interview Techniques
Unstructured interviews follow a more conversational approach. Questions aren't predetermined, and the interviewer follows the natural flow of discussion. This format feels more relaxed and allows deeper exploration of a candidate's personality and thought process.
Which Interview Type Should You Choose?
Use structured interviews when you need to compare multiple candidates objectively or assess specific technical skills. Choose unstructured interviews when you want to understand a candidate's personality in depth or evaluate senior-level roles where conversation reveals strategic thinking.
Panel Interview Techniques
Panel interviews involve multiple interviewers meeting with one candidate simultaneously. Typically, four to five team members participate, representing different departments or seniority levels. This format is becoming more common as organizations emphasize teamwork and collaborative decision-making.
Panel interviews help assess how candidates perform under pressure. Multiple perspectives lead to more balanced hiring decisions. Team members can observe different aspects of the candidate's responses, from technical knowledge to interpersonal skills.
Sequential Interviews
Sequential interviews, also called serial interviews, involve meeting with multiple people one-on-one throughout the day. This format is common for higher-level positions. Candidates should treat each interviewer as equally important and maintain consistent responses while adapting to different conversational styles.
Phone and Video Interview Techniques
Phone interviews typically serve as initial screening tools. Hiring managers use them to verify basic qualifications before investing time in face-to-face meetings. Keep your resume and notes handy during phone interviews, and find a quiet location to minimize distractions.
Video interviews have become essential in modern hiring. They balance personal interaction with geographic flexibility. Successful video interviewing requires the same professional approach as in-person meetings. Test your technology beforehand, ensure good lighting, and maintain eye contact by looking at the camera.
When to Use Each Interview Technique
Choosing the right interview types and techniques depends on several factors. Consider the position level, required skills, number of candidates, and your timeline. Here's a practical guide for matching techniques to situations.
Use behavioral interviews using the STAR method to assess past performance and problem-solving skills. They're perfect for mid-level roles that require specific competencies. Structured interviews work best when comparing multiple candidates for similar roles or when hiring at scale.
Many organizations combine multiple interview types throughout their hiring process. Starting with a phone screen, progressing to a video behavioral interview using STAR questions, and concluding with an in-person panel interview creates a comprehensive evaluation system.
Hirevox vs. Traditional Recruiting Tools
While traditional recruiting tools have long track records and broader product catalogs, they often serve niche markets. Many competitor tools focus exclusively on recruiting low- to mid-level developers, leaving gaps in organizational hiring needs.
Hirevox delivers a universal AI recruitment platform that goes beyond these limitations. Our competitive advantage lies in solving hiring challenges across all departments and seniority levels, providing strategic ROI for your entire organization.
The Bottom Line: Don't invest in a tool that only solves 20% of your hiring needs. Choose Hirevox to transform your entire talent acquisition process with universal, unconstrained AI recruitment capabilities that deliver significantly better ROI for your organization.
Best Practices for Interview Success
Regardless of which interview technique you use, following interview best practices for hiring managers significantly improves outcomes. Preparation is crucial. Research the company and role thoroughly before the interview. Practice common interview questions, especially if using the STAR method for behavioral responses.
Create a comfortable interview environment. Select a calm, secluded place that is free from interruptions. For panel interviews, arrange seating to encourage natural conversation. Make candidates feel welcome from the moment they arrive.
Take detailed notes during interviews. Document specific examples and responses. This supports fair comparisons and provides evidence for hiring decisions. Always follow up promptly with candidates, regardless of the outcome, to maintain your employer brand.
FAQs
What is the STAR method in interviews?
The STAR method structures behavioral interview answers using Situation, Task, Action, and Result to effectively showcase past experiences.
Which interview technique is most effective?
Structured interviews are twice as effective as unstructured ones for predicting job performance, according to research studies.
When should you use behavioral interviews?
Use behavioral interviews when assessing soft skills, problem-solving abilities, and how candidates handle real workplace situations and challenges.
How do panel interviews differ from one-on-one interviews?
Panel interviews involve multiple interviewers simultaneously, assessing pressure handling and diverse perspectives, compared with individual one-on-one conversations.
What are the best phone interview techniques?
Prepare materials in advance, find a quiet location, speak clearly, listen actively, and treat it as seriously as an in-person interview.
Conclusion
Mastering interview techniques in 2026 means understanding when to use each approach. Behavioural interviews with the STAR method reveal how candidates handle real situations. Structured interviews provide objective comparisons across multiple candidates. Panel interviews assess performance under pressure. Phone and video formats offer flexibility for initial screenings.
By implementing effective interview techniques and following best practices for hiring managers, you'll make better hiring decisions, reduce turnover, and build stronger teams. The investment in learning and applying these methods pays dividends through improved quality of hire and enhanced candidate experience.