An interview is the process of interaction between the recruiters or managers of the potential employer and the job candidate to assess whether the candidate is a good match for the position.
At the end of the interview process, both the applicant and the employer decide whether their association will be mutually beneficial.
Interviews are conducted in different styles and formats.
They can be conducted once, or more than once.
The One-on-One Interview
takes place one-on-one between the interviewer and the job candidate.
is one of the most common types of job interviews.
can be conducted in different formats.
The Panel Interview
features evaluation of the candidate by two or more recruiters.
allows for different perspectives and opinions regarding the candidate’s answers and attitude during the interview.
is intended to limit the effect of any personal bias on the part of the interviewer.
The Group Interview
is conducted by interviewing a group of candidates at the same time.
is conducted in such a way that a discussion or a given problem is resolved by a group of candidates.
is intended to reveal the leadership potential and styles of the candidates.
also assesses how the candidates function in a team situation.
The Screening Interview
is conducted when a large number of individuals apply for a particular position.
is the initial phase of the selection process.
is conducted over the telephone or online.
The Lunch Interview
is intended to assess the candidate’s social skills.
is used mostly in the case middle or upper management positions.
The Phone Interview
is generally conducted as a screening interview.
is conducted in order to select the most promising applicants for one-on-one interviews.
may be conducted in lieu of an initial interview for candidates residing at a distance.
can reduce transportation expenses.
requires optimal use of oral communication skills since nonverbal/body language does not play a role.
The Conference Interview
utilizes digital image communication/video techniques.
follows all the rules of the one-one-one interview.
The General Group Information Session
conveys in-depth information about the position and the company/organization to all of the candidates.
is geared toward the effective management of time by allowing all candidates to learn about the scope and requirements of the position at the same time.
is usually conducted before the one-on-one interviews take place.
The Serial Interview
features a series of individuals interviewing a candidate one on one, often in a certain order.
is conducted either with interviewers entering a room one by one while the candidate stays in the same setting, or with the candidate moving from one setting to another.
creates the opportunity to obtain multiple “first impressions” of the candidate; additionally, helps to develop multiple perspectives and opinions concerning the candidate.
allows different interviewers to discuss different requirements of the position with the candidate.
The Behavioral Interview
is based on the theory that “the best way to predict future performance is by learning about past performance.”
is intended to gauge a candidate’s problem-solving skills with a view toward the future by asking questions about how the candidate resolved problems in the past.
Interviews in this format may be conducted using the telephone, panel or one-one-one interview styles.
The interviewer asks questions about situations, tasks, actions/attitudes and results to reveal more about the candidate’s command of skills/behavior/competencies required for the position.
Delving into experiences of a permanent nature from the immediate past allows the interviewer to foresee behavior in future situations.
A candidate who learns about the skills required for the position being applied for, and is prepared to show that he/she possesses them, will have a more successful interview.
The candidate will benefit from preparing examples of situations demonstrating teamwork, creativity and problem-solving, communication and organizational skills before the interview.
The Role Play Interview
is a very structured interview format in which the candidate is asked how he/she would behave in certain hypothetical scenarios, and thus aims at predicting how a candidate would behave in similar real-life situations in the future.
The interviewer may use a point scale with sample answers to grade and evaluate the candidate’s answers.
The Structured Interview
combines situational interview questions with questions from various interview styles.
Each candidate is asked the same questions, and the answers are evaluated according to a scale with given point values. This interview format is intended to minimize interviewer bias.
is a format widely used by recruiters based on standardized tests and/or job simulations.
serves the objective of assessing the candidate’s skills/competencies and his/her suitability for the position in question.
generally takes place after the screening interview process.
The Stress Interview
is an outdated interview format widely used for sales positions in the past, but less commonly encountered today.
uses an offensive style of questioning/interaction to see how the candidate behaves under pressure and identify his/her weaknesses.
Being aware of the way this interview format works can be helpful, despite the fact that it has generally fallen out of favor.
In this format, the interviewer assumes a sarcastic, confrontational style, interrupting the candidate’s responses or remaining silent after the candidate speaks.
If a candidate becomes aware that such methods are being used, he/she should take care not to react in an offended manner. Rather, the candidate should request a repetition of the question to make sure he/she heard correctly; should not rush to answer questions quickly; and after responding, should ask the interviewer if the answer was sufficient.
The Case Interview
is a format used mostly in consultancy and investment banking recruitment.
is intended to evaluate the candidate’s possession of analytical thinking, problem-solving and communication skills, creativity, and the ability to think logically, as well as his/her business knowledge.
The candidate first solves the problem given by the interviewer and then presents the solution.
The candidate might ask questions regarding the nature of the case or to get more information, but the answers might create more unknowns.
Analyzing the problem correctly and then dividing the solution into stages and discussing them in sequence will improve a candidate’s chances of impressing the interviewer.
The candidate does not have to find a final resolution to the problem. His/her answers should reveal how he/she would utilize his/her knowledge and skills under actual circumstances.
The Unstructured Interview
is a format in which the questions are not predetermined but rather are formulated on the basis of the information in the candidate’s resume.
Since a structured interview template is not followed, the interview may proceed spontaneously based on the candidate’s answers.
Although it depends greatly on interviewer’s skill and judgment, and on the candidate’s ability to develop a rapport with the former, it can provide a more natural and realistic view of the candidate.
The Partly-Structured Interview
is a format that combines questioning techniques from the structured and unstructured interview formats.
The candidate answers both predetermined standard questions and questions related to the information in his/her resume.