Interview Formats in the UK: What Employers Use, What’s New, and How Candidates Feel About It
Hiring in the UK has evolved fast. Beyond traditional face-to-face interviews, most organisations now combine structured questions, video tools, and task-based assessments to compare candidates fairly and move more efficiently. Here’s a straightforward, up-to-date guide to the interview formats you’re most likely to encounter, the innovative selection methods on the rise, and how candidates typically react.
The Core Formats (still going strong)
1) Competency-based (behavioural) interviews
What it is: Structured questions (“Tell me about a time you…”) mapped to a competency framework; answers scored against criteria.
Why employers use it: Consistency, fairness, and better prediction of job performance.
Candidate reaction: Generally seen as fair if the criteria are clear. Best answered with STAR (Situation, Task, Action, Result), plus a “so what?” impact line.
2) Strengths-based interviews
What it is: Focus on what energises you and your natural talents (“What do you love doing at work?”).
Why employers use it: Useful for potential (grads/early careers) and culture add.
Candidate reaction: Feels more conversational; can be tricky without examples—prepare short stories that show energy and fit.
3) Traditional (semi-structured) interviews
What it is: Conversation covering background, motivation and role fit; some standard questions, some freeform.
Why employers use it: Flexibility; beneficial for SMEs or niche roles.
Candidate reaction: More human, but it can feel subjective if scoring isn’t clear.
4) Telephone screens
What it is: 15–30 minute call to check basics (experience, salary, availability) and motivation.
Why employers use it: Quick triage before longer interviews.
Candidate reaction: Low pressure; clarity and brevity help.
Digital & Hybrid Formats (now the norm)
5) Live video interviews (Zoom/Teams)
What it is: Real-time interviews, one-to-one or panel.
Why employers use it: Speed, access to wider talent pools, and hybrid processes.
Candidate reaction: Convenient, but tech issues and “screen fatigue” are common—clear instructions and fallback options matter.
6) Pre-recorded (asynchronous) video interviews
What it is: Record timed answers to set questions; recruiters review later (sometimes with AI assistance).
Why employers use it: Scalable, consistent early-stage screening across perm and temp hiring.
Candidate reaction: Mixed—flexible and fair when well-designed; can feel impersonal. Accessibility adjustments (extra time, captions, alternatives) are important.
Group & Multi-method Assessment
7) Panel interviews
What it is: Multiple interviewers at once, often cross-functional.
Why employers use it: Broader perspective, reduces individual bias, and is efficient.
Candidate reaction: Formal/intense; transparency regarding format and scoring is helpful.
8) Assessment centres
What it is: A set of exercises (group tasks, role-plays, presentations, interviews, psychometrics)—In-person or virtual.
Why employers use it: Holistic view of behaviours under pressure; ideal for volume/graduate and leadership pipelines.
Candidate reaction: Demanding but often perceived as fair; clear agendas and feedback improve experience.
Role-specific & Practical Methods
9) Technical interviews and work-sample tests
What it is: Coding tasks, case analysis, job simulations, writing samples.
Why employers use it: Strong validity—tests fundamental skills, not just talk.
Candidate reaction: Popular when tasks feel realistic and time-bounded.
10) Case study & presentation exercises
What it is: Analyse a scenario and present a recommendation.
Why employers use it: Assesses problem-solving, structure and communication.
Candidate reaction: Positive when expectations, time and audience are clear.
Innovative & Emerging
11) Gamified assessments
What it is: Game-style tasks measuring cognitive and behavioural traits.
Why employers use it: Engaging, scalable, harder to “game” with AI prompts.
Candidate reaction: Generally engaging; needs clear links to job relevance.
12) AI-assisted interviewing
What it is: Algorithms supporting scheduling, transcriptions, question sets and (sometimes) scoring of video responses.
Why employers use it: Efficiency, consistency, reduced admin load.
Candidate reaction: Cautious—most want human oversight and transparency about how AI is used and how decisions are made.
Trends That Cut Across Formats
Hybrid hiring is standard: Early stages by phone/video; later stages often panel or on-site.
Skills > credentials: More weight on work samples, structured criteria and evidence over purely educational signals.
Inclusion by design: Name-blind screening, diverse panels, and reasonable adjustments for neurodivergent and disabled candidates.
Candidate experience matters: Faster timelines, more explicit instructions, and constructive feedback reduce drop-off.
Data-enabled, human-led: Tech streamlines; people decide.
How to Prepare (fast)
For competency/strengths:
Build 6–8 STAR stories mapped to the job’s competencies.
Add a 15–20s “impact” close for each story.
Prepare a 60–90s motivation pitch (why this role/team/organisation).
For video (live or pre-recorded):
Lens-level camera, good light, quiet space; test audio.
Practise to time (60–120s answers).
Ask for adjustments if you need them (extra time, captions, alternative format).
For technical/case/presentations:
Rehearse the format you’ll face (coding IDE, slide limits, data sets).
Signpost your thinking; make trade-offs explicit; end with a clear recommendation.
Quick Tips for Employers (to improve fairness & speed)
Standardise essentials: Clear criteria, structured questions, consistent scoring.
Front-load clarity: Share format, timings, and evaluation focus before interviews.
Offer adjustments by default: State options and how to request them.
Blend methods: Pair a structured interview with a short work sample for higher predictive validity.
Keep the human touch: Even with AI support, ensure human review and timely, respectful comms.
Quick Tips for Candidates (to boost performance)
Answer what’s asked, not everything you know.
Use “I” language in STAR (your actions, your impact).
Mirror the job language (competencies, values, priorities).
Close each answer with outcomes (+%, time saved, risk reduced, stakeholder feedback).
Ask a smart finishing question that shows you’re thinking like a future colleague.
Need targeted interview practice?
I run focused mock sessions across all formats—competency-based, pre-recorded video, panel, assessment centre tasks and technical/case prep—with structured feedback and take-home improvement plans.
About Diana Dawson
Diana Dawson is an Accredited Master Coach with the Association for Coaching, a Coaching Psychologist, and founder of Working Career. With over 20 years’ experience helping professionals at all levels prepare for interviews and career transitions, Diana specialises in providing practical strategies and confidence-building techniques to help clients succeed.
She has supported thousands of clients—from graduates to senior executives—helping them navigate complex recruitment processes, including competency-based interviews, pre-recorded video interviews, assessment centres, panel interviews, and technical tasks.
Diana combines her background in psychology, career counselling, and occupational coaching with an up-to-date understanding of UK recruitment trends to ensure you walk into your next interview prepared, confident, and ready to impress.
If you’d like personalised coaching to improve your interview skills, prepare for pre-recorded video interviews, or practise your answers in a mock interview setting, get in touch today.