13 types of job interview questions and how to face them
1. Screening Interview
Screening is commonly the first step in recruitment process of the company after application forms have been received. Its purpose is to assess generally the skills and qualification of potential candidates and select out those who lack necessary qualification or cannot meet job requirements. Only those candidates who have adequately met job requirements or have certain talents may pass this interview phase. This interview is normally short and the candidates are supposed to prove themselves in the briefest manner to qualify for the job.
2. Phone Interview
Phone Interview is a useful method of pre-selecting or screening a number of candidates for a potential job. It helps narrow the candidate pool and selects out those who shall be invited to a personal interview. Also, this method helps reduce the cost of interview as it reduces the number of candidates for a personal interview.
3. Stress interview
Stress is a physical term indicating the impact of one subject on the other. Though it may sound rather strange, many experienced interviewers may often use this interview method. In a Stress Interview, a number of interviewers shall continuously by turn ask questions and cause pressure on the candidates to evaluate their ability to handle high pressure. Also, the goal of Stress Interview is to test the candidates’ ability to work under a busy environment. Questions in a stress interview are commonly relating to multi-task project, overtime working or conflict handling at work.
4. Group Interview
Group Interview involves a group of number of interviewers asking a group of candidates. The purpose of this interview method is to select potential candidates for management positions or public positions (in which the candidates are required to communicate with publicity). Excellent candidates are gathered into groups of 8-10 people. After that, they will be asked to debate on certain topics raised by the interviewers. The interviewers shall observe and assess the candidates’ ability to communicate, persuade and discuss with others. Also, the interviews may measure the candidates’ ability of reasoning and cooperating with others.
5. Panel Interview
Panel Interview is a rather commonly used interview method. In such an interview, candidates shall be requested to answer questions of several interviewers who are employees of the company. These interviewers may ask the candidates to show their skills and qualifications or describe again the details in their resumes, nevertheless. In addition, the candidates may be asked to resolve a certain problematic situation raised by the panel. In such a panel interview, the interviewers seek to know how well a candidate can utilize his or her knowledge and skills in real-life situation.
6. Lunch (Breakfast) Interview
Don’t let the meal take you off your track. This is still a business situation, an interview. So, behave properly with your table manner. Take advantage of the meal as a relaxed method but don’t pay much attention on it.
7. Behavioral Interview
Behavioral Interview is the kind of interview of which the goal is to identify whether the candidates have suitable skills for the job. In such an interview, the interviewers shall not ask what you will do, but instead, what you did. They want to know how you handled certain circumstances that you have experienced in the past and based on your answer, they will evaluate how well you handle such circumstances in the future.
STAR is short for a procedure, in which:
• S = Situation: describe the situation.
• T = Task: identify the goals you wish to achieve.
• A = Action: determine the action you should perform to reach such goals.
• R = Result: what is the result you expect?
8. Case Interview or Situational Interview
Case Interview is a method of interviewing which is more suitable for consulting firms or financial firms. The candidate is asked to resolve a problem, a situation or a conflict at work that might have occurred or may occurred in future in relation to the job.
9. One-on-One Interview
In a One-on-One interview, you will participate directly in an interview with one interviewer (normally who shall determine you are qualified or not). You will come to this round after passing a panel or group interview… and your abilities and skills have been proved qualifying. And now, you have to face with one interviewer who will ask you very specific about the job and yourself. To survive this interview, not only you need to demonstrate your abilities and skills again but also you have to know how to develop a friendly relation with the interviewer.
10. Follow-up Interviews
In some cases, the number of applicants in a job may reach thousands which means recruitment process has such a hard job to do. In such cases, there may be a lot of “Screening” interviews to reduce the number of candidates and you will have to pass these follow-up interviews to be a potential candidate. There may be different interviewers as well. Remember that patience plays a crucial role in these interviews.
11. Final Selection Interview
There is always a final decision-maker during a recruitment process who will decide if you are employed or not. Normally, in the third interview phase, you will be met with this person. He or she shall personally interview you with very strict questions. Only a few can manage to this final interview with this person. Pass this and you get the job. Lose it, you may lose the job, too; however, you will still be in the list of potential candidates. Patience, Politeness, Professional and Friendliness are the keys to succeed in this phase. The employer may ask other people about you, even the receptionist any each member of the interview panel. Just keep your head cool facing this VIP and you will get your desired job.
12. Informational Interview
This type of interview is more like a meeting between a candidate and the interviewer to provide more information about the job and the company to the candidate. Job-seekers shall be the ones who “interview” the employers and the employers shall provide information about the job as asked. The candidates may present their skills and qualifications to the employers and ask if those are qualified for the job while the employers may note down anyone whose qualification is remarkable.
13. Structured Interview
Normally, Screening Interview is combined with another technique which is called structured interview. Due to time limits, in structure interview, copies of a questionnaire shall be given to all the applicants and require them to fill in. Questions may be about specific duties of the job, information about the company or the industry. Nevertheless, the answer shall then be recollected and compared with others to select out those most outstanding.