Types of Interviews

Student Name: Leah Kuiper

Date: 4/25/2019

Instructions:
● Research the various types of interviews noted in the table below.
● Define the interview type and indicate how to best prepare for each type.
● Complete the following assignment.

Interview Type Provide Definition and Preparation Necessary to be Successful

Behavioral  A behavioral interview is a popular interview technique used to assess job
interviews candidates based on their past behavior. For example, instead of asking
hypothetical questions like, “How would you react if you were under a lot of
pressure at work?” Instead, they would ask situational questions such as,
“Describe a time you were under a lot of pressure at work. How did you react?”
 Preparing: Read the job description carefully and make a list of the top skills or
qualifications it calls for. Think of a story that demonstrates your ability in each
area and write your stories down, including the situation, task, action and result.
Then, practice saying them out loud several times, either by yourself or with a
friend. Keep in mind that your answer should only take about 1 1/2 to 2 minutes.
As you include each of the elements, try to be succinct.
Situational  Like a behavioral interview, during situational interview candidates are asked
interviews specific questions about what may happen on a job. The candidate is asked to
assess a situation and to provide solutions on how he or she would handle it.
 Preparing: Your main goal in responding to the questions in a situational
interview is to describe a similar experience in the past. To do this use the
situation, problem, action, and result (talk about the issue that went awry). By
framing your response this way, you'll avoid rambling and stay focused in your
response
Competency-  The purpose of a competency-based interview is to find out whether you have
based interviews the skills to match the job requirements – testing these out in a real work
context.
 The first essential step in preparing for a competency-based interview is to find
out which competencies are being assessed. Come up with specific examples of
previous tasks undertaken/situations dealt with which are linked to the
competencies required of this job. Identify examples of specific targets you’ve
met or work you’ve done that relates to the job specification. The personal
specification and key skills highlighted in the job description are good indicators
of the type of questions that will be asked at the interview.
Task-oriented  This is also known as a testing interview where you are asked to solve problems
interviews to demonstrate your analytical, creative and problem-solving abilities. This
method is often used by IT companies where candidates take short tests to
 determine their technical knowledge and skills.
 Prepare by knowing what is necessary for the job title, remain confident in skills
and calm before testing.
Stress interviews  This is a rare type of interview with a deliberate attempt to place you in a
pressure situation to see how you respond. Interviewers using this approach try
to unsettle you by using a confrontational style. The interviewer may be sarcastic,
argumentative or may even keep you waiting. He or she might focus on your
weaknesses and may often interrupt you.
 Your preparation will need to include creating answers to hard, rude, bold, or
abstract questions, and mentally readying yourself for all types of sweat inducing
statements. Remember the interviewer is going to try and psych you out as much
as possible. Have a friend be the interviewer and give you a sample of what is to
come.
Telephone  A telephone interview is an interview for employment conducted on the phone,
interviews and are often used to screen candidates in order to narrow the pool of applicants
who will be invited for in-person interviews.
 Prepare for a phone interview just as you would for a regular in-person interview.
Compile a list of your strengths and weaknesses, as well as a list of answers to
typical phone interview questions. Make sure to review the job description and
do a bit of research on the company while taking time to match your
qualifications to the job description so that you can speak to why you're a strong
candidate for the position.
Face-to-face  Face-to-face interviews are a data collection method when the interviewer
interviews directly communicates with the respondent in accordance with the prepared
questionnaire.
 Prepare by doing research on the industry, the company, and your interviewer.
Study the job description and prepare stories, print out and bring a few copies of
your résumé to bring with you, dress for success, and be on time (not too early,
and NEVER late). Finally, have a Firm Handshake and don’t forget to smile!
Panel interviews  Panel interviews are conducted by a group of two or more interviewers. Typically,
you'll be in a room with several people who work at the company - these
interviewers make up the panel. In some cases, the panel will ask questions to
multiple candidates at the same time.
 Prepare by being ready to direct attention to each person on the panel and
expect to repeat yourself. Find out who you’ll need to impress the most while
being prepared for at least one zinger question. Don’t forget to thank all
participants promptly.
Group interviews  A group interview is a screening process where you interview multiple candidates
at the same time. The point of a group interview is to see how candidates choose
to stand out from each other, how well candidates function in a group of people
they do not know and if candidates show the teamwork attributes that are
needed.
 Be prepared by arriving ahead of schedule, plan an introduction, research the
company, practice speaking with confidence, and learn to listen. Practice building
 off conversation and paying attention to what people are saying.
Virtual  A virtual interview allows employers and candidates to “meet” and interact using
interviews (i.e., video, instant messaging programs, and web-conferencing services. ... Whether
Skype, Facetime, you're participating in an in-person or virtual interview your goal is the same — to
Google Hangout, make a lasting impression that earns you a subsequent interview.
etc.)  Prepare by being ready to be yourself, practice taking your time and making sure
you get it right. Be able to show and tell and know where to position yourself
before the interview starts. Dress to impress, even over the internet and prepare
the environment around you. Make sure your technology is in order with the
equipment being used for the virtual interview is installed and working before
your meeting.

Written  A written response/email reply interview allows employers to express their

response/email interest in your availability and desire to continue the interview process.
reply interviews  Include a formal greeting and salutation (exp: Dear Mr./Ms.), thank the
recruiter/hiring manager and accept the invitation. Make sure to include
confirmation of scheduling details (date, time, interviewer, location) and an
alternative time and date if you have a scheduling conflict.