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 categorizes 8 types of job interviews questions – review them and plan your responses. Remember! The more information you gather before interviewing for a job, the better you are 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 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
You may be interested in reading the articles in the category frequently asked interview questions.