1. Screening Interview
Screening Interview may be conducted online or by reviewing application forms of candidates. Phone call may also be a mean of screening potential candidates. The purpose of this task is to make a candidate pool including those who qualify certain criteria and to make next interview phases easier and less candidates. Questions may be asked during this step; however, main details should only be included in your resume.
2. Phone Interview
The goal of phone interview is to make a short-list of potential candidates for the job and for face-to-face interview process. Another goal is that it is more convenient if the employer wishes to recruit those who are far from the company and therefore, coming to the company for a direct interview shall be difficult and costly.
3. Stress interview
Stress Interview is such a technique that may be very hard for candidates but very effective in recruiting those excellent candidates who can handle a job of high pressure. The interviewers may make some “unreasonable” requests such as asking the candidates to come earlier, do many things at the same time, asking them difficult questions… and observe their reaction.
4. Group Interview
A group of interviewers (some may call it a panel) includes managers, supervisors, senior employees, human resource personnel, or even employees of the same department. Each of these shall make different questions when the discussion among the group of candidates finishes.
5. Panel Interview
In a Panel Interview, the candidates shall be asked a series of questions by each of panel members. Since the candidates are supposed to answer a number of questions and deal with a number of interviewers, the panel may observe how well such candidates can handle in future stressful situations.
6. Lunch (Breakfast) Interview
In general sense, lunch interview can be considered as the same as a regular held interview. The only difference is that lunch interview is more casual and as a result, you must behave formally in such a casual circumstance. Your manner is being observed carefully by the interviewers. So don’t let yourself out of the main track. This is an interview rather than a normal meal.
7. Behavioral Interview
Behavioral Interview involves a number of open-ended questions raised by the interviewers with purposes to find out about the candidates’ past behavior and determine which the outcome may possible be in the future. An important task of the interviewers in such an interview is to direct the candidates’ presentation of their skills and abilities toward past experience. If the candidates were able to handle such similar situations in the past, or at least were able to develop a solution to such situations from failure in the past, those may be suitable for current job. Critical skills and proper behavior are needed for each candidate.
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 rather popular interviewing technique used by many employers, especially those in consulting or financial firms like banks. The employers make up a situation which the candidates are required to resolve. Such situation is normally relevant to the business of the company and the candidates are supposed to use their analytic skills to deal with this. Logic, common sense and calculation skills are necessary in a case interview.
9. One-on-One Interview
If you are taking a one-on-one interview, that means that you have certain skills and abilities that qualified for the job and your chance is very high now. Only one interviewer (usually the one who shall determine you are employed or not) shall talk with you personally. So, your job is now trying to persuade this person that you are the most suitable candidate for the job and to develop his or her support. And then you get the job, definitely.
10. Follow-up Interviews
Follow-up interviews are a series of interviews which you have to take continuously before getting to a personal interview. Each of follow-up interviews is like a short screening interview. The number of candidates shall be reduced gradually until there is only enough making a short list of potential ones. You may meet with different interviewers including the HR manager, head of department, director, etc. in accordance with priority of important to the job. When you pass the interviews by these people, you will finish only “Screening” Phase of the recruitment process. So be confident and patient as there is a long way to go.
11. Final Selection Interview
Normally, a recruitment process is divided into 3 phases: screening interview, personal interview, and final interview. Final selection interview, certainly, is as important as the previous two phases. In this phase, you will be interviewed by the decision-maker of the whole recruitment process (a director, deputy director…). Just keep your patience for this final step and you will have what you wish for. Only a few candidates may go until this final phase. So, you don’t have to worry too much as you have win the other two. Politeness, Professional and Friendliness are crucial to succeed in this interview.
12. Informational Interview
Informational Interview a meeting between potential candidates and a number of employers from different companies. The candidates shall be those who ask questions while the employers shall answer. Questions are usually about job requirements, job opportunities, recruitment policies or similarities. Informational Interview is like a career opportunity meeting rather than a regular held recruitment interview.
13. Structured Interview
Structured Interview (or some may call standardized interview) is an interviewing technique which bases on a survey method. The candidates are required to answer same questionnaire. The result then shall be collected and compared to select out those who are most qualified for the job. Structured Interview is very helpful in screening phase of recruitment process.
Top 7 interview questions with answers
1. What have you done to improve your knowledge in the last year?
Try to include improvement activities that relate to the job. A wide variety of activities can be mentioned as positive self-improvement. Have some good ones handy to mention.
2. What experience do you have in this field?
Speak about specifics that relate to the position you are applying for. If you do not have specific experience, get as close as you can.
3. Describe a typical work week for you.
Interviewers expect a candidate for employment to discuss what they do while they are working in detail. Before you answer, consider the position you are applying for and how your current or past positions relate to it. The more you can connect your past experience with the job opening, the more successful you will be at answering the questions.
It should be obvious that it’s not a good idea talk about non-work related activities that you do on company time, but, I’ve had applicants tell me how they are often late because they have to drive a child to school or like to take a long lunch break to work at the gym.
Keep your answers focused on work and show the interviewer that you’re organized (“The first thing I do on Monday morning is check my voicemail and email, then I prioritize my activities for the week.”) and efficient.
4. What kind of salary do you need?
A loaded question. A nasty little game that you will probably lose if you answer first. So, do not answer it. Instead, say something like, That’s a tough question. Can you tell me the range for this position? In most cases, the interviewer, taken off guard, will tell you. If not, say that it can depend on the details of the job. Then give a wide range.
5. Explain how you would be an asset to this organization
You should be anxious for this question. It gives you a chance to highlight your best points as they relate to the position being discussed. Give a little advance thought to this relationship.
6. What is your greatest strength?
Numerous answers are good, just stay positive. A few good examples: Your ability to prioritize, Your problem-solving skills, Your ability to work under pressure, Your ability to focus on projects, Your professional expertise, Your leadership skills, Your positive attitude
7. Do you have any questions for me?
Always have some questions prepared. Questions prepared where you will be an asset to the organization are good. How soon will I be able to be productive? and What type of projects will I be able to assist on? Are examples.