interview types

An interview done over the phone, usually a short, it's used often to screen applicants out, so as not to waste time interviewing unqualified people.
Have your job search records organized and handy. Refer to your resume as needed and remember to smile and appear confident, even when you're on the phone!

In-person Screening

Lengthy interviews can sap an organization's resources, so they may conduct screening interviews to eliminate the mostly unqualified, asking the top candidates to return for additional interviews.
Don't take this interview lightly.  Establish rapport with everyone you meet (before and after the actual interview). Sell yourself as a natural addition to the team.

Selection Interview

This is the interview conducted by the hiring authorities or the people that will be recommending you for hiring. After a panel interview, you may meet with a single hiring manager, that ultimately makes the hiring decision.
You may not be meeting with the final decision maker, but don't slack off. Sell yourself as you would in every interview.

Work Sample Interview

Organizations may want to see some of your previous work to determine your suitability for the job.
Run through different ways to describe the projects in your portfolio. Practice your presentation until it is smooth and only bring your best.

Peer Group Interview

A panel of people that you'd be working with is assembled to add to the decision-making process.  Typically, this won't be the only interview before a decision is made, but you've GOT to convince this group, if you ever are to be hired.
Don't forget to smile. It shows confidence and compatibility.

Panel Interview

Usually consisting of a cross-section of people, each adding to the composition of the panel.  Sometimes people from other organizations are asked to sit on the panel to add objectivity.
Direct your answer to the person who asked the question, but try to maintain eye contact with all group members. Learn who is from within the organization and work on your organizational fit.

Luncheon Interview

An informal looking interview with all of the pressures of any other type interview. The interviewer will be more relaxed, so you may feel more at ease, BUT don't get TOO relaxed.
Pick easy things to eat so you can answer questions and pay attention to the conversation. Don't act distracted, focus on the reason for being there.

Stress Interview

Designed to see how you will react under pressure.  You may be given a problem to work out or asked to compete with other candidates in some type of scenario. The interviewer's objective is to see how well you cope with pressure and stress.
Keep your cool and take your time in responding to the questions. Remember to respond ethically and with the customer in mind, perhaps these thoughts will see you through.

Video Conference

An interview of this type is usually done when travel is impractical.  The interview may be recorded and screened by others are evaluated again.
Don't fidget, speak slowly and confidently and make eye contact with the camera as if you were talking to another person.  Use TV news anchors as your model.

Group Interview

Several candidates are interviewed together. The group interview is intended to identify candidates with leadership potential and those that can also get along with others.
The hiring authority is looking for standouts, not sheepish wallflowers.  You'll have to make a mark to get noticed, while maintaining a sense of professionalism.  Be yourself, but allow the interviewers to see you leadership qualities.

Not all of these interview types will be used during a single recruitment, usually one, MAYBE two will be used if candidate pools are large or if the position is at an executive level.

Telephone or video interviews are convenient ways to do interviews for people that live far away or are on the road.

Be sure to review Interview Tips