TYPES OF INTERVIEWS
There are several different types of interviews which you may encounter. You probably won't know in advance which type you will be facing. Below are some descriptions of the different types of interviews and what you can expect in each of them. 1 X7 i$ T' x( G; Q; ] N
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Screening Interview) d7 N' m' j2 G9 b# W) b; y2 D/ x
A preliminary interview either in person or by phone, in which a company representative determines whether you have the basic qualifications to warrant a subsequent interview. : a" K3 l) F2 K J1 w
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Structured Interview
8 \/ u7 k2 ` C' b1 \6 _In a structured interview, the interviewer explores certain predetermined areas using questions which have been written in advance. The interviewer has a written description of the experience, skills, and personality traits of an ideal candidate. Your experience and skills are compared to specific job tasks. This type of interview is very common and most traditional interviews are based on this format. 3 E: O4 O1 A$ W8 C# _7 C
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Unstructured Interview
% {3 `0 d8 g8 } s. HAlthough the interviewer is given a written description of the ideal candidate, in the unstructured interview, the interviewer is not given instructions on what specific areas to cover.
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Multiple Interviews
$ l5 s0 p6 t- A6 vMultiple interviews are commonly used with professional jobs. This approach involves a series of interviews in which you meet individually with various representatives of the organization. In the initial interview, the representative usually attempts to get basic information on your skills and abilities. In subsequent interviews, the focus is on how you would perform the job in relation to the company's goals and objectives. After the interviews are completed, the interviewers meet and pool their information about your qualifications for the job. A variation on this approach involves a series of interviews in which unsuitable candidates are screened out at each succeeding level.
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( Z2 x% t R& h5 s- n7 gStress Interview
( d& _ Z- n# G; w0 yThe interviewer intentionally attempts to upset you to see how you react under pressure. You may be asked questions that make you uncomfortable or you may be interrupted when you are speaking. Although it is uncommon for an entire interview to be conducted under stress conditions, it is common for the interviewer to incorporate stress questions as a part of a traditional interview. Examples of common stress questions are given later in this document.
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Targeted Interview
/ f) s+ f* M2 yAlthough similar to the structured interview, the areas covered are much more limited. Key qualifications for success on the job are identified and relevant questions are prepared in advance. " {: ~7 A+ L4 W# U& M0 E0 T
2 A" z, ?1 }7 L& NSituational Interview
4 ]" B- L& }* ESituations are set up which simulate common problems you may encounter on the job. Your responses to these situations are measured against pre-determined standards. This approach is often used as one part of a traditional interview rather than as an entire interview format. 1 |3 @- h, j% w5 t# ]
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Group Interview
( `, J" H# [/ ^! d- l* _2 ?- K2 ZYou may be interviewed by two or more company representatives simultaneously. Sometimes, one of the interviewers is designated to ask stress questions to see how you respond under pressure. A variation on this format is for two or more company representatives to interview a group of candidates at the same time.
