Interviewing is the most widely used selection technique by all kinds of organisations. It is face to face exchange of views, ideas and opinions between the candidate and interviewer(s). It is relied upon to a great extent in accepting or rejecting a candidate. Despite the relative subjectivity and unreliability of interviewing as a selection technique, the fact remains that intangible personality variables left to be evaluated by the interviewer are important for job success and some evaluation is better than no evaluation. Interview enables the person responsible for hiring to view the individual and to appraise the person and his behaviour directly.

The basic objective of the interview is to measure the applicant against the specific requirements of the job. It, being a two way communication, also permits the applicant to ask questions about the job and organization.

There are various types of interviews such as: 
(a) Panel Interview,
(b) Individual Interview,
(c) Group Interview,
(d) Stress Interview,
(e) Exit Interview.

Here is a list of the types of pre employment tests:

Cognitive tests – assess reasoning, memory, perceptual speed and accuracy, and skills in arithmetic and reading comprehension, as well as knowledge of a particular function or job.

Physical ability tests – measure the physical ability to perform a particular task or the strength of specific muscle groups, as well as strength and stamina in general.

Sample job tasks – performance tests, simulations, work samples, and realistic job previews assess performance and aptitude on particular tasks.

Personality tests – assess the degree to which a person has certain traits or dispositions (e.g., dependability, cooperativeness, safety)
Integrity tests -aim to predict the likelihood that a person will engage in certain conduct (e.g., theft, absenteeism).

Example: Infosys:

After analyzing resumes of potential candidates, Infosys selects a limited number of applicants for further tests. These tests consist of a set of puzzles and math algorithms in order to assess candidates' 'learnability'. The candidates who have been qualified in this test have to further undergo an interview round which determines jobs at Infosys.

Prospective candidates are tested mainly for analytical, problem-solving & communication skills to enhance a vibrant learning environment, the key to success in an industry where technology changes rapidly. This stringent & thorough selection process has enabled the company to attract highly skilled people available in the job market.