12 Interview Types That Help HR in Malaysia Hire the Right Talent

Interviewing is one of the most important steps in the hiring process.

For HR and employers in Malaysia, choosing the right interview method can determine whether you hire a top performer or the wrong fit. Different roles, industries, and job levels require different interview approaches.

This guide explains 12 common interview types used by Malaysian HR teams, perfect for new HR executives, small business owners, recruitment teams, and hiring managers who want to improve their interview results.

Why Choosing the Right Interview Type Matters

Using the right interview type is not just about collecting answers,it affects the quality of your hires, employee performance, and long-term retention.

Here’s why it matters:

Evaluate Candidates More Accurately

Every interview type focuses on different skills.

For example:

Behavioural interviews → teamwork, leadership, resilience
Technical interviews → job skills
Situational interviews → problem-solving

Using the wrong type may cause HR to miss important competencies.

Reduce Hiring Mistakes

Choosing the right method helps filter candidates more effectively, reducing poor hires that lead to turnover, low performance, or attitude issues.

Improve Fairness and Reduce Bias

Structured and panel interviews ensure consistency because all candidates receive the same evaluation, making the hiring process more objective.

Faster and More Efficient Recruitment

Choosing the right method helps HR manage time better:

Phone screening → filters candidates quickly
Video interviews → fast scheduling
Group interviews → ideal for mass hiring

Better Employer Branding

A well-organized interview process gives candidates a positive impression about your company, improving employer reputation in Malaysia’s competitive job market.

Stronger Culture Fit

Different interview types help HR assess whether a candidate will match the company’s values, work environment, and teamwork style.

Types of Job Interviews

1. Structured Interview

A structured interview uses a fixed set of questions and scoring criteria. Every candidate receives the same questions.

Why HR Uses It

Ensures fairness
Reduces bias
Makes it easy to compare candidates
Good for large recruitment campaigns

Best For

Customer service
Admin positions
Retail workers
Call centre and support roles

Example

“Can you describe a time you handled customer complaints effectively?”
“Why do you want to join our company?”

2. Unstructured Interview

A free-flowing conversation where the interviewer leads based on the candidate’s responses.

Why HR Uses It

Understand personality and communication style
Explore deeper insights not found in the CV
Good for assessing culture fit

Best For

Senior or managerial roles
Creative professionals
Positions requiring strong interpersonal skills

Example

“Tell me more about your leadership style.”
“What motivates you at work?”

3. Behavioural Interview

Focused on past experiences to predict future performance.

Why HR Uses It

Past behaviour is a strong indicator of future performance
Measures teamwork, leadership, conflict management, adaptability

Best For

Supervisors
Managers
Customer-facing roles
HR and sales positions

Example

“Tell me about a time you had to handle an angry customer. What did you do?”

4. Situational Interview

Focuses on future hypothetical situations.

Why HR Uses It

Tests problem-solving and decision-making
Helps evaluate how candidates think under pressure

Best For

Customer service
Sales
Management roles

Example

“What would you do if a colleague consistently missed deadlines?”

5. Panel Interview

Several interviewers evaluate the candidate at the same time.

Why HR Uses It

Reduces personal bias
Encourages cross-department decision-making
Faster than having multiple separate rounds

Best For

Senior roles
Technical and specialized positions
Roles requiring multiple stakeholder approval

6. Group Interview

Multiple candidates interviewed together.

Why HR Uses It

Fast way to assess a large number of applicants
Helps identify natural leaders during group tasks
Useful for frontline and high-volume roles

Best For

Retail
F&B
Sales promoters
Walk-in interviews

Example Task

Candidates are asked to solve a simple problem in a group or present ideas together.

7. Phone Interview

A short 10–15 minute preliminary screening.

Why HR Uses It

Saves time
Filters candidates before scheduling longer interviews
Checks communication skills quickly

Best For

First-round screening
High-volume recruitment

Example Questions

“What’s your notice period?”
“What is your expected salary?”

8. Video Interview

Online interview through Zoom, Google Meet, or Teams.

Why HR Uses It

Convenient for remote or hybrid roles
Faster scheduling
Reduces no-show rates
Allows employers to interview candidates from other states

Best For

Remote jobs
White-collar roles
Internships

9. Technical Interview

Assesses role-specific technical abilities.

Why HR Uses It

Ensures candidates can perform required job tasks
Helps filter candidates with real hands-on skill

Best For

IT/software
Engineering
Accounting & finance
Data analytics

Examples

Coding tests
System troubleshooting
Excel or financial modelling tasks

10. Case Interview

Candidate solves a real or simulated business issue.

Why HR Uses It

Measures strategic thinking
Evaluates presentation and problem-solving
Useful for roles involving planning or analysis

Best For

Consulting
Marketing
Strategy and product roles
Senior management

Example

“Suggest a marketing strategy to increase sales for a new product.”

11. Assessment Centre

A full-day evaluation with several activities:

Group tasks
Role-play
Written tests
Presentations
Personality assessments
Interview session

Why HR Uses It

Provides a complete picture of candidate ability
Helps identify leadership potential

Best For

Management trainee programmes
Graduate hiring
Leadership succession planning

12. Competency-Based Interview

Evaluates specific competencies required for the job (e.g., leadership, problem-solving, teamwork).

Why HR Uses It

Ensures candidate behaviour matches job requirements
Helps HR measure “how” a person works, not just what they know

Best For

HR roles
Team leaders
Managers
Performance-driven roles

Example

“Give an example of how you resolved conflict within your team.”

How to Choose the Right Interview Method

Choosing the right interview method depends on six key factors. Here’s how HR can decide effectively:

Job Level

Different responsibilities = different interview needs.

Job Level	Recommended Interview Types
Entry-level	Structured, phone screening, group interview
Mid-level	Behavioural, situational, panel interview
Senior	Unstructured, panel, competency-based, case interview
Technical	Technical test, coding test, case study

Skills Required

Match interview methods to skill type:

Technical Skills

Technical interview, coding test, hands-on exam.

Leadership Skills

Behavioural interview, competency-based interview.

Creativity

Portfolio review, unstructured interview.

Customer Service

Situational interview, role-play.

Number of Candidates

Large Applicant Pool

Group interviews
Phone screening
Structured questions

Small, Niche Roles

Panel interviews
Competency-based interviews

Urgency of Hiring

Urgent Roles

Phone interview
Video interview
Panel interview

Non-urgent Roles

Assessment centres
Multi-stage interviews
Case studies

Nature of the Job

Job Type	Best Interview Method
Sales	Role-play, situational
IT/Tech	Technical interview, coding test
Customer service	Behavioural, situational
Management	Panel, competency-based
Creative	Portfolio review, unstructured

Company Resources

Small business = simple interview process

Large company = more advanced assessments

Examples:

SMEs: Structured + panel interviews
MNCs: Assessment centres, case studies
Remote companies: Video interviews

FAQ

What is the most commonly used interview type in Malaysia?

Most Malaysian employers use a structured interview because it ensures fairness, reduces bias, and makes it easier to compare candidates. HR often pairs it with behavioural or situational questions for better accuracy.

Which interview type gives the fastest hiring results?

Phone interviews, video interviews, and panel interviews are the quickest because they allow fast screening and faster final decisions, ideal for urgent hiring needs.

What is the best interview type for interviewing fresh graduates?

Fresh graduates are best assessed using:

• Structured interviews

• Group assessments

• Case activities

These help HR evaluate communication, teamwork, potential, and problem-solving skills, areas graduates may not show clearly through their CV.

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