Nothing is more important than putting people to work.
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.
- 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
- 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
- Assesses personality, judgment, reasoning and communication skills
- Will not delve into situational questions
- 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.
- 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
- 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.
- 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.