Nothing is more important than putting people to work.


Interview Types

While you won’t get to choose what type of interview a prospective employer uses, having an understanding of the different types and their purposes will help you prepare for anything.

Informational Interview

  • Used for the purpose of gaining advice and information rather than employment
  • Will not lead directly to additional interview or offer
  • Initiated by candidate to learn about an industry, company or field

Screening Interview

  • Used early in the selection process to determine whether or not a candidate meets the minimum requirements and has the qualifications necessary for the open position
  • Will not go into great detail about expectations or personality
  • Often conducted by a human resources representative or recruiter

Traditional Interview

  • Assesses personality, judgment, reasoning and communication skills
  • Will not delve into situational questions

Behavioral / Situational Interview

  • Consists of situational questions for predictive purposes. Based on the premise that past behavior is the best predictor of future performance. Interviewer will often ask a series of probing questions to investigate beyond the initial response.
  • Will not follow the traditional question and answer track.

Panel, Peer, Board or Team Interview

  • Conducted by a group of interviewers to help determine cultural fit, ease scheduling for the hiring company and clarify experience, qualifications and/or knowledge of the candidate.
  • Will not typically be the first interview

Structured Interview

  • Consists of a series of structured questions with documented responses for the purpose of comparing candidates by qualification only
  • Will not deviate from prepared questions.

Phone or Video Interview

  • Any interview conducted over the phone or using interactive video. Used to save time and/or travel expenses.
  • Will not necessarily be limited to screening questions.