Kinds of interview
  Behavioral Interview
  Competence-Based Int
  Questions & Tips

Kinds of Interview:

Screening interview
In larger organizations, or where there are a significant number of candidates who meet the basic criteria, you may be invited for a screening interview. Generally, this will be a brief interview, perhaps 30 minutes or so, often conducted by the Human Resources department. The purpose of the interview is to narrow the pool of candidates for a second, more lengthy interview. HR personnel may or may not know much about the technicalities of the job, but they are interviewing you to see if your qualifications generally fit the job description. They are also seeing if, in general, you would fit in the organization. First ( and maybe only scheduled) interview. Find out who's going to be there and how long you should plan on being there. This depends on the industry and the organization, but the standard interview is going to be 45 - 90 minutes long.

The General/Structured Interview
Frequently the Screening Interview is combined with the General Interview due to time constraints many companies have during the hiring process. Often the jobseeker will meet with the supervisor over the position for which he/she is applying. During this interview he/she will be discussing the specifics of the position, the company and industry.

 Panel Interview
A panel of people is sometimes used at the first or primary interview. If you are told it will be a panel interview, ask for the names and titles of all members of the panel. It may be the policy of the company to use panels or perhaps the manager wants to include other people who have significant interaction with the open position.  When asked a question, respond primarily to the person who asked the question, but  make eye contact with the other panel members too. Panel interviews can be stressful for the candidate, but they are considered to reach fairer conclusions about an individual's suitability for the job. They become more common as you progress in your career.

Technical interview
If you work in a very technical field, you might have a series of interviews: a department manager may want to see your team skills. You might also have a technical interview to see if you have the technical expertise for the job. 

Stress Interview
Stress interviews are used to see how the jobseeker handle himself. You may be sarcastic or argumentative, or may keep him waiting. You may also lapse into silence at some point during the questioning, this is used as an attempt to unnerve the jobseeker. 

 Being interviewed by a Senior Executive
This type of interview doesn't happen very often, but sometimes the owner or managing director of a company will want to meet with any final candidate before they are actually offered the position. This person may have absolutely nothing to do with the job in question on a day-to-day basis, but they still want to have a hand in recruitment. This is likely to be a more social interview, but do not underestimate its importance or the knowledge base of the interviewer. As you are interviewed for increasingly advanced positions in a company, this is more likely to be part of the selection process.

Group Interview
A group interview is usually designed to uncover the leadership potential of prospective managers and employees who will be dealing with the public. The front-runner candidates are gathered together in an informal, discussion-type interview. A subject is introduced and the interviewer will start off the discussion. The goal of the group interview is to see how the jobseeker interact with others and how use him/her knowledge and reasoning powers to win others over. 

 Telephone Interview
Telephone interviews are merely screening interviews meant to eliminate poorly qualified candidates so that only a few are left for personal interviews. The jobseeker's mission in this interviewed is to be invited for a personal face-to-face interview. 

 Video conference
On rare occasions companies have been known to arrange a video conference interview, especially if a candidate lives a great distance from the company, or a     panel interview needs to be conducted and the panel members are in different locations. If you were asked to do this, you would be instructed to go to a branch office of the organisation or some conference centre that has the technology to arrange a video conference. Dress as for a conventional interview. The preparation for the interview is the same, but the interview itself will have additional challenges of understanding and getting comfortable with the set-up, dealing with visual or auditory delays etc. Address answers to the camera, not to the display screen or any technician who may be in the room. Try to see it as a challenge if you are invited for this kind of interview!

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