17+ Types of Interviews (Complete Guide)

When it comes to the job search process, interviews play a crucial role in determining whether a candidate is the right fit for the position. But did you know that there are different types of interviews that employers use to evaluate candidates? Understanding these interview styles can help you better prepare and increase your chances of success.

Key Takeaways:

• There are several types of interviews, each serving a different purpose.
• Knowing the different interview styles can help you prepare effectively.
• Types of interviews include informational, screening or telephone, individual, small group or committee, second or on-site, behavioral-based, task-oriented or testing, stress, and many more.
• Prepare specific examples and structured answers to showcase your skills and past performance.
• Understanding the various interview formats will allow you to adapt accordingly and improve your chances of success.

Informational Interview

An informational interview is a valuable networking tool that allows individuals to gather information and insights about a particular employer, sector, or job. Unlike a traditional job interview, the purpose of an informational interview is to seek advice and expand one’s employment knowledge base. It provides an opportunity to connect with professionals in the field and gain valuable insights into the industry.

During an informational interview, candidates can ask questions about the company culture, job requirements, and career paths. This type of interview is not focused on immediate job opportunities but rather on building relationships and learning from experienced professionals. Networking plays a crucial role in informational interviews, as it helps candidates to expand their contacts and get recommendations within the industry.

Approaching an informational interview with a genuine interest in learning and building relationships can lead to a wealth of valuable information and potential connections. Whether conducted in person, over the phone, or through video conferencing, informational interviews offer a unique opportunity to gain industry insights and expand one’s employment knowledge base.

“Informational interviews have been incredibly valuable in my job search. Not only have I gained valuable insights about the industry, but I have also built connections with professionals who were willing to share their experiences and offer guidance. It’s a great way to expand your network and learn from those who have already paved the way.” – John Smith, Job Seeker

Table:

Screening or Telephone Interview

A screening or telephone interview is an initial stage in the hiring process where employers assess candidates over the phone to determine their suitability for further consideration. These interviews are commonly used to narrow down the pool of applicants before proceeding to in-person interviews. To succeed in a screening or telephone interview, preparation is key.

Preparation: Before the scheduled interview, make sure you have a quiet and distraction-free environment. Have your resume, cover letter, and job description at hand to reference during the conversation. Research the company and the role you are applying for to demonstrate your interest and knowledge.

During the Interview: When answering questions, adopt a positive and enthusiastic tone in your voice to convey your genuine interest and motivation. Be concise and focused in your responses, highlighting relevant skills and experiences. It’s also important to actively listen to the interviewer and ask clarifying questions if needed.

Next Steps: Towards the end of the interview, it is crucial to inquire about the next steps in the hiring process. Ask about any upcoming in-person interviews, assessments, or any additional information they may need from you. Thank the interviewer for their time and express your continued interest in the role.

Common Questions in a Screening or Telephone Interview

1. Can you tell me about yourself?
2. Why are you interested in this position?
3. What relevant experience do you have?
4. How do your skills align with the requirements of the role?
5. Can you provide an example of a challenge you faced at work and how you overcame it?

“I enjoyed speaking with you today. It was great to learn more about the company and the position. I am excited about the possibility of joining your team and contributing my skills and experiences. I look forward to any next steps in the hiring process and hope to have the opportunity to meet you in person.”

Individual Interview

The individual interview, also known as a personal interview, is the most common type of interview. It is typically conducted face to face at the company’s offices, allowing both the interviewer and candidate to interact in real-time. The length of an individual interview can vary, depending on the company’s requirements and the position being filled. Some interviews may be as short as 30 minutes, while others can last for hours.

During an individual interview, it is crucial for candidates to provide concise answers that showcase their qualifications and experiences. Being well-prepared with specific examples that demonstrate relevant skills or achievements can help candidates stand out from the competition. These examples serve as evidence to support their claims and create a lasting impression on the interviewer.

Table: Tips for a Successful Individual Interview

By understanding the nature of an individual interview and preparing effectively, candidates can increase their chances of success in the job search process.

Small Group or Committee Interview

Small group or committee interviews are a common type of interview where candidates meet with a panel of decision-makers simultaneously. This format allows employers to gather multiple perspectives and collectively assess candidates’ qualifications and fit for the role. It is important for candidates to understand the dynamics of a panel interview and adapt their approach accordingly.

Building rapport with each member of the panel is essential in a small group or committee interview. By establishing a connection with each interviewer, candidates can make a positive impression and create a memorable interaction. Making eye contact with everyone in the panel conveys confidence and shows that the candidate is engaged and attentive.

Before the interview, it can be beneficial to research and familiarize oneself with the names and roles of the interviewers. This knowledge can help candidates tailor their responses and address each panel member directly when answering questions. It also demonstrates a proactive approach and genuine interest in the position.

During a small group or committee interview, candidates may encounter a range of questions and scenarios. From behavioral inquiries to situational challenges, it is crucial to stay focused and provide thoughtful, well-structured responses. Being prepared with relevant examples and showcasing one’s abilities and experiences can further strengthen the candidate’s candidacy.

The Second or On-Site Interview

The second or on-site interview is a crucial step in the hiring process and signifies progress towards securing the job. This type of interview typically involves meeting multiple individuals, including the Human Resources department, the line manager, and department heads. It is essential for candidates to be well-prepared and demonstrate enthusiasm throughout the interview.

During the on-site interview, candidates can expect a thorough evaluation of their skills, qualifications, and cultural fit. It is advisable to research the company beforehand to gather information about the agenda for the day. This preparation will allow candidates to ask relevant questions and engage in meaningful conversations during the interview, showcasing their genuine interest in the opportunity.

In addition to being prepared, it is crucial to maintain a professional demeanor and exhibit enthusiasm throughout the interview. Showing genuine excitement about the role and the company can leave a lasting impression on the interviewers and highlight the candidate’s commitment and passion. It is important to remember that the second interview is an opportunity for the candidate to shine and further demonstrate why they are the ideal fit for the position.

Agenda for the On-Site Interview:

1. Meeting with Human Resources: This initial meeting typically focuses on reviewing the candidate’s background, qualifications, and general fit for the company.
2. Meeting with the Line Manager: This interview allows the candidate to discuss their skills and experience in more detail, emphasizing how they can contribute to the specific department or team.
3. Meeting with Department Heads or Team Members: These meetings provide an opportunity for the candidate to interact with key decision-makers and potential colleagues, showcasing their ability to collaborate and contribute effectively to the organization.

The on-site interview is a critical step in the hiring process, and candidates must approach it with thorough preparation, enthusiasm, and a willingness to engage. By demonstrating their qualifications, cultural fit, and genuine interest, candidates can increase their chances of securing the job offer.

Behavioral-Based Interview

A behavioral-based interview is a type of interview that focuses on assessing a candidate’s past performance in specific situations to predict their future success. In this interview format, employers ask candidates to provide examples of how they have handled certain situations in the past, allowing them to evaluate their skills, abilities, and fit for the role. Structured answers that explain the situation, task, action, and outcome are important in behavioral-based interviews.

Employers use behavioral-based interviews to gain insights into how candidates approach challenges, problem-solving, teamwork, leadership, and other relevant attributes. By asking candidates to provide specific examples, employers can better understand their capabilities and determine if they align with the requirements of the position. These interviews focus on real experiences rather than hypothetical scenarios, providing a more accurate assessment of a candidate’s abilities.

Structured answers that provide specific examples are key in behavioral-based interviews.

Why Behavioral-Based Interviews Are Used

Behavioral-based interviews are used because they provide a more objective and reliable way to assess a candidate’s suitability for a role. By focusing on actual experiences, employers can gather concrete evidence of a candidate’s skills, rather than relying solely on their self-assessment or general statements. This interview format also helps employers understand how candidates behave under specific circumstances, allowing them to better predict their future performance in similar situations.

Additionally, behavioral-based interviews provide a consistent framework for evaluating candidates. Hiring managers can ask the same set of questions to all candidates, making it easier to compare and assess their responses objectively. This structured approach reduces biases and ensures a fair evaluation process.

Preparing for a Behavioral-Based Interview

Preparing for a behavioral-based interview involves reflecting on past experiences and identifying relevant examples that highlight your skills and accomplishments. Review the job description and identify the key competencies and attributes the employer is seeking. Then, think of specific instances where you have demonstrated those qualities in previous roles or situations.

When preparing your examples, use the STAR method: Situation, Task, Action, and Outcome. Explain the situation or context, describe the task or challenge you faced, outline the actions you took to address it, and discuss the outcomes or results you achieved. By preparing structured answers in advance, you can present your experiences in a clear and concise manner during the interview.

In conclusion, behavioral-based interviews provide employers with valuable insights into a candidate’s past performance and their potential future success. By preparing specific examples and using the STAR method, candidates can effectively showcase their skills and capabilities during these interviews.

Task Oriented or Testing Interview

A task-oriented or testing interview is a unique type of interview that assesses a candidate’s problem-solving skills, communication abilities, technical knowledge, and presentation capabilities. Employers use this interview format to evaluate a candidate’s practical skills and determine their suitability for specific job requirements. This type of interview typically involves various activities and tasks that simulate real-world situations, allowing the candidate to showcase their capabilities in action.

Problem-Solving and Analytical Skills

In a task-oriented or testing interview, candidates are presented with problem-solving scenarios that require analytical thinking and creative approaches. These scenarios can range from hypothetical challenges to real-world case studies. Candidates are expected to demonstrate their ability to analyze problems, develop effective solutions, and communicate their thought process clearly.

Communication and Presentation Skills

Effective communication is crucial in a task-oriented or testing interview, as candidates are often required to present their solutions or ideas. This assessment of communication skills can include delivering presentations, explaining methodologies, or participating in group discussions. Strong verbal and non-verbal communication, including clarity, confidence, and engagement, are highly valued by interviewers in this type of interview.

“The task-oriented or testing interview allows employers to assess candidates’ practical skills, problem-solving abilities, and communication proficiency. Through various activities and tasks, employers can gain valuable insights into a candidate’s potential to perform effectively in the desired role.”

Participating in a task-oriented or testing interview can be both challenging and rewarding for candidates. It provides an opportunity to demonstrate their abilities in a practical setting and showcase their unique strengths. By preparing thoroughly, focusing on problem-solving, communication, technical knowledge, and presentation skills, candidates can increase their chances of success in this type of interview.

Stress Interview

In high-pressure situations, employers often conduct stress interviews to evaluate candidates’ behavior and composure. These interviews are designed to test how well candidates handle challenging and demanding circumstances, providing insights into their problem-solving abilities and resilience. During a stress interview, candidates may encounter tactics such as interruptions, silences, and even confrontational or difficult questions.

“The purpose of a stress interview is to assess how candidates perform under pressure. It allows employers to observe how candidates react, whether they maintain their composure, and if they can think on their feet,” says John Smith, a hiring manager at ABC Company.

Stress interviews can be overwhelming, but it’s important for candidates to remain calm and collected. By demonstrating the ability to stay composed in challenging situations, candidates show that they can handle the pressures and complexities of the job. It is crucial to maintain professionalism and respond thoughtfully, even when faced with difficult questions or scenarios that seem designed to create discomfort.

Preparing for a Stress Interview

While stress interviews can be unpredictable, candidates can prepare themselves by conducting thorough research on the company and role, understanding the job requirements, and practicing responses to commonly asked behavioral and situational questions. Developing strong communication skills and being able to articulate ideas and thoughts clearly is also essential. Additionally, candidates can practice relaxation techniques to help manage stress and maintain composure during the interview.

Remember, a stress interview is not a personal attack, but rather an opportunity to showcase your ability to handle complex job demands. Approach the interview with confidence and poise, and focus on presenting yourself as a strong candidate who can thrive in challenging situations. By demonstrating your resilience and problem-solving skills, you can leave a lasting impression on the interviewers.

Panel Interview

Panel interviews are a unique type of interview where candidates have the opportunity to meet multiple interviewers at the same time. This format is often used when the role requires reporting to several people or working closely within a team. While it may seem advantageous to answer questions only once, it can be challenging to make a strong connection with each decision maker in the panel. However, by engaging with the entire panel and making a positive impression on each member, candidates can increase their chances of success.

Building a strong connection with multiple interviewers in a panel setting requires careful preparation. Research each interviewer’s role and responsibilities within the organization beforehand to gain insights into their expectations and priorities. During the interview, maintain eye contact with each panel member and actively listen to their questions and comments. By acknowledging and addressing each interviewer individually, you demonstrate your ability to connect with different stakeholders effectively.

In addition to engaging with the panel, it is essential to showcase your expertise and qualifications during the interview. Use specific examples and accomplishments to illustrate your skills and experiences. Highlight how your strengths align with the organization’s values and goals. By tailoring your answers to each interviewer’s perspective, you can effectively demonstrate your suitability for the role and contribute to the panel’s decision-making process.

A panel interview can be an excellent opportunity to showcase your skills and experiences to influential decision makers within the organization. By engaging with the entire panel, effectively addressing individual interviewers, and showcasing your expertise, you can leave a lasting impression and increase your chances of securing the desired job.

Other Types of Interviews

Aside from the commonly known types of interviews, there are several other interview formats that employers utilize in specific situations. These interviews provide unique opportunities for candidates to showcase their skills and personalities. Let’s explore some of these lesser-known interview formats:

Puzzle Interview

A puzzle interview is a technique employed by highly competitive companies to assess a candidate’s critical thinking and problem-solving abilities. Candidates are presented with challenging puzzles or brain teasers to solve within a given time frame. This interview format allows employers to evaluate a candidate’s ability to think on their feet and approach problems from different angles.

Lunch Interview

A lunch interview is an informal interview conducted in a casual setting, typically over a meal. This type of interview provides employers an opportunity to observe candidates in a more relaxed environment and assess their interpersonal skills. It also allows candidates to demonstrate their professionalism and social etiquette while engaging in conversation outside of the formal office setting.

Group Interview

A group interview involves multiple candidates being interviewed simultaneously by a panel of interviewers. This format enables employers to assess how candidates interact and collaborate with others. It tests their ability to communicate effectively in a group setting and their capacity to contribute to team dynamics.

Working Interview

In a working interview, candidates are asked to perform job-related tasks or assignments to assess their practical skills and knowledge. This format gives employers a firsthand look at a candidate’s abilities, allowing them to evaluate their potential fit within the organization. It also provides candidates an opportunity to demonstrate their capabilities in a real work environment.

Formal Interview

A formal interview follows a structured format with predetermined questions. It is typically conducted in a professional setting and may involve multiple rounds of interviews with different stakeholders. This format allows employers to assess candidates in a consistent and standardized manner, ensuring fair evaluation across all applicants.

Informal Interview

An informal interview is a more relaxed and conversational style of interviewing. It often involves open-ended questions and encourages candidates to share personal experiences and stories. This format aims to create a comfortable atmosphere, allowing candidates to showcase their personality and compatibility with the company culture.

Panel Interview

A panel interview involves a group of interviewers representing different roles within the organization. This format allows for a comprehensive evaluation of the candidate’s qualifications, as each panel member brings their unique perspective and expertise to the interview. It also enables employers to make collective decisions based on multiple assessments.

Exit Interview

An exit interview is conducted when an employee is leaving a company. It aims to gather feedback on the employee’s experience and identify areas for improvement within the organization. This format provides valuable insights into company culture, management practices, and employee morale.

Career Fair Interview

A career fair interview is an impromptu evaluation conducted by employers during career fairs or recruiting events. This format allows employers to quickly assess a candidate’s qualifications and suitability for a particular role. It is important for candidates to make a strong impression in a short amount of time and emphasize their relevant skills and experiences.

These various types of interviews serve different purposes and offer unique opportunities for candidates to showcase their abilities. Understanding the different interview formats can help individuals prepare effectively and adapt to different interview styles, increasing their chances of success in the job search process.

Conclusion – Types of Interviews

Understanding the different types of interviews is crucial for candidates looking to excel in their job search. By familiarizing themselves with the various interview formats, candidates can better prepare and increase their chances of success.

Each type of interview serves a unique purpose, from the informational interview that allows candidates to gather valuable insights and expand their network, to the screening or telephone interview that offers a cost-effective way for employers to assess candidates.

Whether it’s the individual interview, small group or committee interview, or the second or on-site interview, candidates should tailor their preparation accordingly. They should showcase their past performance and problem-solving skills in behavioral-based and task-oriented interviews, while also demonstrating their ability to handle pressure in stress interviews.

Remember, each interview is an opportunity to make a lasting impression. By understanding the different types of interviews and adapting their approach, candidates can navigate the interview process with confidence and increase their chances of securing their desired job.

What is a second or on-site interview?

A second or on-site interview is a crucial stage in the hiring process, often taking place after the initial interview. These interviews tend to be longer and more comprehensive, sometimes lasting half or a full day. During this time, candidates have the opportunity to meet with multiple people, including HR representatives, line managers, office staff, and department heads.

One of the key factors to keep in mind during a second or on-site interview is to maintain enthusiasm and show a genuine interest in the company and role. Employers are looking for candidates who are genuinely excited about the opportunity, so be sure to research the company thoroughly and come prepared with thoughtful questions.

Furthermore, it is important to gather as much information as possible about the agenda for the day. Knowing who you will be meeting with and the order in which the interviews will take place can help you mentally prepare and make a strong impression on each individual. Remember to remain professional, confident, and engaging throughout the entire process.

Table: Sample Agenda for a Second or On-Site Interview

Following a successful second or on-site interview, an offer of employment may be extended. It is important to remain professional and express gratitude for the opportunity, even if you need time to consider the offer. Take the time to evaluate the position, company culture, and potential growth opportunities before making a final decision.