Which interview format is least likely to be used in recruitment?

The choice of social media interviews as the least likely format used in recruitment reflects the current trends and practices in hiring processes. While social media is increasingly utilized for sourcing candidates and building employer branding, it is not typically employed as a formal interview format. Recruitment interviews generally require a controlled environment that allows for in-depth evaluation of a candidate's skills, experience, and fit for the organization, which is not feasible through social media platforms.

In contrast, telephone interviews, video interviews, and face-to-face meetings are widely accepted and structured methods used to assess candidates. Telephone interviews provide convenience and accessibility, especially for initial screening. Video interviews have gained popularity, particularly in a global work context, as they facilitate remote interactions that simulate in-person meetings. Face-to-face interviews remain a traditional and preferred choice for many organizations, particularly for final rounds of interviews where personal interactions can significantly influence hiring decisions.

Therefore, social media interviews stand out as the least likely format, as they do not provide the same level of depth and evaluation necessary in a professional recruitment process.