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Types of Interview | Interview Skills

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The Interview—Different Types

There are many different types of interviews. Once you are selected for an interview, you may experience one or more of the situations described below. When you schedule an interview, try to get as much information as possible about whom you will be meeting. Note that it is rare to have only one interview prior to a job offer. Most employers will bring back a candidate a number of times to be sure a potential employee will fit into the company culture.

Traditional Face-to-Face Interview

  • Most interviews are face-to-face. The most traditional is a one-on-one conversation.
  • Your focus should be on the person asking questions. Maintain eye contact, listen and respond once a question has been asked.
  • Your goal is to establish rapport with the interviewer and show them that your qualifications will benefit their organization.

Panel/Committee Interview

  • In this situation, there is more than one interviewer. Typically, three to ten members of a panel ma0079 conduct this part of the selection process. This is your chance to put your group management and group presentation skills on display.
  • As quickly as possible, try to 'read' the various personality types of each interviewer and adjust to them. Find a way to connect with each interviewer.
  • Remember to take your time in responding to questions. Maintain primary eye contact with the panel member who asked the question, but also seek eye contact with other members of the panel as you give your response.

Behavioral Interview

Many companies increasingly rely on behavior interviews since they use your previous behavior to indicate your future performance. In these interviews, employers use standardized methods to mine information relevant to your competency in a particular area or position. Depending upon the responsibilities of the job and the working environment, you might be asked to describe a time that required problem-solving skills, adaptability, leadership, conflict resolution, multi-tasking, initiative or stress management. You will be asked how you dealt with the situations.

Your responses require not only reflection, but also organization. To maximize your responses in the behavioral format:

  • The basic premise behind this type of interview is that your past behavior is the best predictor of your future actions. These types of questions may be asked in any interview format—telephone, panel or one-on-one.
  • If the employer asks behavior-oriented questions, they are no longer asking hypothetical questions but are now asking questions that must be answered based on facts.
  • With a behavioral question, the interviewer is looking for results, not just an activity list. They are listening for names, dates, places, the outcome and especially what your role was in achieving that outcome.
  • This type of question generally starts with the words “Give me an example when...” or “Tell me about a time when…”

Case Interview

  • In some interviews you may be asked to demonstrate your problem-solving skills. The interviewer will outline a situation or provide you with a case study and ask you to formulate a plan that deals with the problem.
  • You do not have to come up with the ultimate solution. The interviewers are looking for how you apply your knowledge and skills to a real-life situation. Speak and reason aloud so interviewers have a full understanding of your thought process.
 
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