13 types of job interview – Free interview questions

13 types of job interview

1. Screening Interview

The purpose of Screening Interview is to screen a list of applicants and select out those who are likely potential candidates for the job. In this interview, the interviewers shall evaluate candidates on basis of certain criteria. Only those who satisfy such criteria may enter next round. They may also ask candidates some questions if the candidates satisfy most of the criteria and therefore, need to be evaluated more. Just make a straight answer to the questions. Don’t add any additional information as it is useless in this phase.

Job interview related:

• Screening interview tips.

2. Phone Interview

An interviewer makes a phone interview with potential candidates in the initial phase of recruitment process. This method is rather fair and not subject to too many criteria such as first impression, appearance or qualification. Instead, a candidate who may pass a phone interview is one who has good manner and clever responsiveness in taking a phone call.

Job interview related:

• Phone interview tips.
• Phone interview questions.

3. Stress interview

In such a question, the interviewers elaborate a problematic situation and measure how well the candidates response to such situation.

Also, the goal of Stress Interview is to test the candidates’ ability to work under a busy environment.

Job interview related:

• Stress interview tips.

4. Group Interview

Communication style, professionalism and leadership skills are supposed to be factors that should be demonstrated in a group interview. In such an interview, the candidates are directed to be both competitors and cooperators with others.

Job interview related:

• Group interview tips.

• Group interview questions.

5. Panel Interview

Panel Interview is a good method for companies which require much teamwork. A candidate shall be asked by many interviewers of different positions in the company (head of HR department, a senior executive, a manager and employee of the same department…) and he or she is supposed to get on well with these personnel of different departments of the company.

Job interview related:

• Panel interview tips.

6. Lunch (Breakfast) Interview

Remember that lunch interview is not much different from normal interview in an office building. You are just supposed to behave more properly with your eating manner. After all, this is a good chance to develop a more friendly relation with the interviewers. Just keep in mind that the interviewer should be the one who leads the meal and you just follow their lead in ordering or having meal.

Job interview related:

• Lunch interview tips.

7. Behavioral Interview

Behavioral Interview evaluates your experience, behavior, knowledge, skills and abilities that are related to the recruited job. The core principle of behavioral interview is that past behavior shall be the basis of predicting future behavior and performance. Working experience, social life, actions in resolving conflicts… are all possible past-related issues. Research has proven that trends in behavior are rather common among employees. Thus, the importance of behavioral interview has been highly appreciated.

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?

Job interview related:

• Behavioral interview tips.

8. Case Interview or Situational Interview

In a Case/Situational Interview, the candidates are required to seek solutions to a certain problem or a problematic situation in relation to the job. The candidates must use their analytic skills to evaluate the problem and find suitable ways to resolve it. The candidates may ask the interviewers questions detailing about the situation or they may gather information from or discuss with others to be able to answer the question.

Job interview related:

• Case interview tips.

9. One-on-One Interview

One-on-One Interview is the most traditional interviewing technique. You meet with an interviewer one on one and he or she shall ask you questions. This technique is suitable for simple jobs with fewer candidates or otherwise, when the number of candidates has been reduced to only a few. The interviewer may ask a number of questions that the candidate is supposed to answer fully. The candidate may ask questions at the end of the interview (like other types of interviewing). Also, as there is only one interviewer, you may provide them additional information which he or she may not have asked or known.

10. Follow-up Interviews

Follow-up Interviews are often carried out when the number of applicants is too large and requires much “screening” effort. There may be various interviewers in this process; each may ask a number of candidates. The candidate pool is cut down gradually until there is only a short-list who may qualify for the next personal interviews. Keeping your patience and be consistent in your answer through each of follow-up interviews and you will get to the next round.

11. Final Selection Interview

In a Final Selection Interview, candidates shall meet with the decision-maker of the whole recruitment process. He or she may be the head of HR Department, director or deputy director of the company. In this interview, you will be asked a number of questions which are very specific about the job. This decision-maker may ask previous interviewers about you for more details before making his/her decision. Passing this phase means you get the job, so try your best shot here. Be friendly and professional; demonstrate your best here and you will definitely get the job.

12. Informational Interview

In an Informational Interview, you talk with employers about the job and the company. The purpose of this kind of interview is for you to find out as more as possible about the companies and jobs that you may apply in. Also, in an informational interview, you may develop a network of employers with whom you may apply to work. Just let them know your skills and qualifications and you shall be in their candidate-hunting list.

13. Structured Interview

Structured Interview is a more research-oriented interviewing technique than a recruitment-oriented one. However, it is sometimes used by employers in recruitment process. The applicants shall be asked to fill in a questionnaire which is designed commonly for the job. From the result, the interviewers may compare between applicants and select out those who are more suitable. Structure Interview is normally performed in connection with such techniques as Screening interview.

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