Pressure or stress interview

The pressure or stress interview is commonly used in selection processes for positions that require a high level of emotional control in critical situations.

The objective is to push the applicant to the limit of their comfort zone, using tactics such as aggressive questioning of their answers, prolonged silences or constant interruption.

Occasionally, incidents or accidents are simulated in the waiting room to observe the individual's spontaneous reaction before the formal session begins.

This approach seeks to rule out impulsive profiles or those with low frustration tolerance, ensuring that the selected candidate possesses the necessary temperance to handle operational crises without negatively affecting performance.

New generation interview (Millennials)

This style responds to the evolving demographics of the workforce, seeking to capture the interest of young, innovation-oriented profiles.

It is characterized by the use of abstract questions that challenge logical thinking and imagination, such as asking to solve riddles or asking for opinions on banal topics.

The focus is no longer on the technical resume, but on the individual's "mindset": their ability to "think outside the box," their cognitive flexibility and their authenticity.

These interviews are looking for candidates who not only deliver on task, but who bring fresh ideas that will transform the company's internal culture in a fast-paced global marketplace.

Summary

This type of interview is used primarily to fill positions that require extreme emotional control and a high frustration tolerance for real crisis situations.

The interviewer employs deliberate tactics such as aggressive questioning, criticism of the resume, or prolonged silences. The objective is to observe the applicant's reaction under a significant psychological stress load.

It is a diagnostic tool to rule out impulsive profiles that fail to maintain composure. However, it must be performed with professional ethics so as not to damage the integrity of the candidate during the evaluation.