Employers conduct different types of job interviews, but each has the same goal. They wish to assess how well a potential applicant fits the position.
In many interviews, employers combine several types of interview questions to evaluate competencies for the job.
This article provides an overview of eight different types of job interviews and the four main stages of the interview process. Learn about the various interview formats and tips for preparing and succeeding in each stage of the hiring process.
Remember! The more information you gather before interviewing for a job, the better you are able to prepare effectively.
Eight Job Interview Examples –
8 Different Types of Interviews
You will notice a similarity in the definitions of some of the following job interviews. However, there are special characteristics that distinguish each and every one of them.
Follow the links to have an example of interview questions and suggested answers.
1. Structured Interview
Structured interview questions are pre-set and asked of each and every candidate. The answers can then be easily compared.
This interview can be carried out in two possible ways –
1. Set of questions in a one-on-one interview.
2. The applicant completes a questionnaire form.
Refer to – Structured Interview
2. Competency Based Interviews
These interviews focus on past experience and actual performance abilities of the candidate in a variety of job-related situations. The questions will be of three types – leading questions, theoretical questions and behavioral questions.
Refer to – Competency based interviews
3. Group Interview
A group of candidates are split into teams and each team receives a dilemma or a case to solve.
The interview is conducted by an interviewing panel – the potential manager, human resources and future co-workers (i.e. the interviewers).
Refer to – Group Interview
4. Stress Interview
A candidate is interviewed by several interviewers or by an experienced interviewer.
Using various psychological techniques, the interviewer tries to asses the reaction of the candidate to stressful/negative atmosphere trying to catch the applicant off-balance during the interview. You may decide not to work for people engaging in such processes, or to prepare to respond cleverly to such techniques.
Refer to – Stress Interview
5. Panel Interview
The candidate meets an interviewing panel – the supervisors, HR representative and others.
There are two ways to conduct this interview: the candidates are either interviewed together (refer to the group interview) or each and every candidate is cross interviewed in front of the panel. In both cases the candidates perform the same mission.
Refer to – Panel Interview
6. Situational Interview
The candidate is required to answer/solve several work-related situations.
Refer to – Situational Interview
7. Case Interview
The candidate is required to provide a solution for a given scenario – a case.
The skills to evaluate are: problem solving, analytical thinking, presentation skills and business skills.
Refer to – Case interview
8. Behavioral Interview
Behavioral interviewing is interviewing techniques in which the questions asked (and the answers received) assist in making predictions about a candidate future performance based on his/her actual past behaviors.
Refer to – Behavioral Interview
The Four main Stages of an Interview Process
The job interview process has evolved considerably over the past decade.
Today, depending on the job profile that you are considering, one interview may not suffice.
Here is a brief description of the four common stages of a job application process:
1. First interview – Initial face to face or Phone/Zoom
At his stage, the hiring manager (from the HR sometimes) will review your resume, and gauge whether you fit the requirements of the company.
Be prepared to discuss your background, education, and experience. You will be required to provide and detail relevant information about your professional past.
A time that is mutually acceptable by both parties may be set for the next stage.
2. Second Job Interview –2nd interview tips
If you have received a call for the second interview, you have a very good chance of receiving a job offer. This meeting is a very important part of the interview process.
This second interview involves meeting your prospective superior(s) and possibly other employees.
The department head, or the individual in the company to whom you will be responsible, will further investigate the depth and breadth of your professional skills and determine whether you are the right applicant for the position in question.
A tip for the 2nd interview: You may be interviewed by your prospective teammates as well. Referred to as a team interview, these employees will try to get a feel for your personality as well as skills, to determine how well you will fit in professionally and socially.
3. The 3rd interview: HR interview, Salary Negotiations
Upon reaching this stage, you are almost employed with the company, bearing some aspects that need to be defined – most importantly, your compensation.
This will typically be a joint interview with members of the Human Resources Department as well as the Accounting Department.
Individuals from these departments will inform you of rules and regulations that must be adhered to by all employees.
You will also be informed of any documentation required for you to join the company. Important! Part of the purpose of this third interview is bargaining; the company informs you of their intent to hire you and the compensation they wish to offer.
This is your opportunity to negotiate your salary and other job conditions. Many employees have utilized this opportunity to secure better terms; use it wisely.
There may be several additional interactions before the fourth interview to confirm documentation and finalize the financial arrangements.
4. Fourth Interview – Getting the Job Offer
The fourth interview is normally the final one.
Your department head will confirm the job offer and obtain a verbal or written commitment from you, specify job responsibilities and a starting date.
At this time, the HR and/or the Accounts Department will provide you with an offer letter or appointment letter, finalizing your new position.