The Interview—Different Types Interviewing is often just as stressful for the interviewer as it is for the job seeker. Knowing the different types of interviews, and why and when they are successful, can help make your interviews more comfortable for both parties.
Organizations frequently try to come up with their own style for interviews. They have a perception about what interviewing can accomplish. Because of this practice, people who are looking for a job find the inconsistency in interviews, from organization to organization, hard and extremely stressful.Telephone Interviews Where the interviewer(s) will ask questions of the candidate over the phone. This type of interview is often used to screen a large applicant pool or to interview over long distances. Testing Interviews Candidates may be asked to take a test during the interview process. Common examples include; ethics tests, drug tests, personality tests, and aptitude / skill acquisition tests. Audition Interview This type of interview places the candidate in simulated work experiences and asks them to perform.
It may be a simple as “shadowing” a current employee for a few hours to performing actual task while being scored on performance. Computer Interviews The computer interview involves answering a series of multiple-choice questions for a potential job interview or simply for the submission of a resume. Some of these interviews are done through the telephone or by accessing a web site. ” Video Interviews Videophone and Video Conferencing interviews provide the transfer of audio and video between remote sites. More than half of the largest U. S. companies already utilize videoconferencing.
It is a convenient communication method and an alternative to the more costly face-to-face meetings. Lunch/Dinner Interview The same rules apply at a meal as those in an office. The setting may be more casual, but remember it is a business meal and you are being watched carefully. One-on-One Interviews This is the traditional interview in which candidates meet with employers in person, one-on-one. Each candidate is given a somewhat unique interview. It can be loosely structured. Both the candidate and employer usually walk away from this interview with a sense of whether or not the fit is right.
Serial interviews Serial interviews occur when candidates are passed from one interviewer to another interviewer throughout the course of a day. No decision is made until the final interview has taken place and all the interviewers have had a chance to discuss each other’s interview. As a candidate, you have only one chance to make the right first impression. A candidate should be energized and ready for the next interview. Sequential-Interviews In sequential interviews, the candidate meets with one or more interviewers on a one-on-one basis.This is done over the course of several days, weeks or even months. Each interview is supposed to move a candidate progressively towards learning more details about the position, the company, and hopefully, an offer.
Panel/Committee Interview In this situation, there is more than one interviewer. Typically, three to ten members of a panel may conduct this part of the selection process. This is your chance to put your group management and group presentation skills on display it is very important to make eye contact and communicate individually with each member of the group or panel.
Group-Interviews A group interview is usually designed to uncover the leadership potential of prospective managers and employees who will be dealing with customers. The front-runner candidates are gathered together in an informal, discussion type interview. The goal of the group interview is to see how you interact with others and how you use your knowledge and reasoning to influence others. Stress-Interview A stress interview is generally intended to put the candidate under stress and assess their reactions under pressure or in difficult situations.A candidate may be held in the waiting room for an hour before the interviewer greets her. The interviewer may openly challenge the interviewee’s beliefs or judgment. Behavioral-Interview Many companies are increasingly using the behavioral interview. They use a candidate’s previous behavior to indicate their future performance.
Depending on the responsibilities of the position and the working conditions, a candidate may be asked to describe a situation that required problem solving skills, adaptability, leadership, conflict resolution, multi-tasking, initiative or stress management.The interviewer wants to know how the candidate handled these types of situations. Tips for Interviewee An interview gives you the opportunity to showcase your qualifications to an employer, so it pays to be well prepared.
The following information provides some helpful hints. Preparation: •Learn about the organization. •Have a specific job or jobs in mind. •Review your qualifications for the job. •Be ready to briefly describe your experience, showing how it relates it the job. •Be ready to answer broad questions, such as “Why should I hire you? ” “Why do you want this job? ” “What are your strengths and weaknesses? •Practice an interview with a friend or relative. Personal appearance: •Be well groomed. •Dress appropriately.
•Do not chew gum or smoke. The interview: •Be early. •Learn the name of your interviewer and greet him or her with a firm handshake. •Use good manners with everyone you meet. •Relax and answer each question concisely. •Use proper English—avoid slang.
•Be cooperative and enthusiastic. •Use body language to show interest—use eye contact and don’t slouch. •Ask questions about the position and the organization, but avoid questions whose answers can easily be found on the company Web site. Also avoid asking questions about salary and benefits unless a job offer is made. •Thank the interviewer when you leave and shake hands. •Send a short thank you note. Information to bring to an interview: •Social Security card.
•Government-issued identification (driver’s license). •Resume or application. Although not all employers require a resume, you should be able to furnish the interviewer information about your education, training, and previous employment. •References. Employers typically require three references. Get permission before using anyone as a reference.Make sure that they will give you a good reference.
Try to avoid using relatives as references. •Transcripts. Employers may require an official copy of transcripts to verify grades, coursework, dates of attendance, and highest grade completed or degree awarded.
DO’s & DON’Ts IN AN INTERVIEW DO’s •o prepare and practice the different types of job interviews •Do prepare yourself for behavioral questions concerning situations you have encountered in the past, and how you would handle them in the future. •Do pay close attention to your personal appearance; dress to your advantage. First impressions leave strong images. Do know the Job Location, exact place and time of the interview, the interviewers full name, and always plan to arrive at least 15 minutes early. •Do greet the receptionist or assistant with courtesy and respect •Do make sure you have extra resumes for the interview. •Do express yourself clearly with a strong voice and good diction and grammar. •Do greet the interviewer(s) by name and shake hands firmly.
•Do wait until you are offered a chair before sitting. Remember body language and posture: sit upright and look alert and interested at all times. •Do make good eye contact with your interviewer(s). Do ask intelligent questions about the job, company, or industry. •Do show enthusiasm in the position and the company.
•Do have a high confidence and energy level, •Do make sure that your good points come across to the interviewer in a factual, sincere manner. •Do stress your achievements. And don’t offer any negative information about yourself. •Do close the interview by telling the interviewer(s) that you are very interested in working for the company and ask what the next step would be. If it feels right ask for the job! •Do try and get business cards from each person you interviewed with. Do follow up with writing thank you letters within 24 hours to each person who you interviewed with. •Do make sure you call the recruiter after your interview to tell them about what your interest level is in pursuing the opportunity.
DON’Ts •Don’t ever not ask any questions — it shows a lack of interest. •Don’t ask about salary, vacations, bonuses, retirement, or other benefits until after you’ve received an offer. •Don’t say anything negative about former colleagues, supervisors, or employers. •Don’t smoke or chew gum on an interview. •Don’t ever lie. Answer questions truthfully, frankly and succinctly. Don’t answer questions with a simple “yes” or “no. ” Always explain your skills, accomplishments and success stories.
Give examples. •Don’t be soft-spoken. Project confidence in your voice.
•Don’t let anxiety or nervousness take control stay cool and confident. •Don’t go into too much detail about your personal issues or family problems. Keep the discussion on a professional/business level. •Don’t answer cell phone calls during the interview, and do turn off (or set to silent ring) your cell phone and/or page •Don’t take notes during the interview – jot down your notes immediately after the interview. •