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.

The Test/Assessment

• 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.