Employers conduct different types of job interviews in order to assess how a potential applicant fit in the position.
In many interviews, employers combine several types of interview questions to evaluate competencies for the job.
This article categorizes 8 job interview types – it lists examples of job interviews that can help you better know what to expect.
The more information you gather before interviewing for a job, the better you be able to prepare effectively.
Eight Job Interview Examples: 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 feature each and every one of them.
Follow the links to have an example of interview questions and suggested answers (the link will open in a new window):
Structured Interview
The structured interview questions are prepared before and are asked to each and every candidate so that the answers can be compared.
This interview can be carried out in two possible ways -
1. Set of questions in a one-on-one interview.
2. Filling out a questionnaire form by each and every candidate.
Competency based interviews
These interviews focus on past behavior and other performance abilities of a candidate in different job-related situations.
In order to predict this candidate future performance, the questions are divided into 3 types – leading questions, theoretical questions and behavioral questions.
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).
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 keep the interviewer off-balance during the interview.
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.
Situational Interview
The candidate is required to answer/solve several work-related situations.
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.
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.
You may be interested in reading the articles in the category frequently asked interview questions .
