Types Of Interviews

Types Of Interviews (FREE)


This free topic will give you a good idea of the different types of interviews that you need to be
prepared for. Register for this guide and feel confident and prepared going into your next interview.

Types Of Interviews (FREE)


In today’s work world, interviews may not fit into the mold of traditional settings with a desk, an
employer and you. Different companies use various interviewing styles they think will produce the
most effective outcomes. Below are some more common types of interviewing.


• Recruiter interview.
The company compiles a list of what kind of candidate they want and describes the position in
full to a third party (usually a personnel service or headhunter). The middleman is responsible
for narrowing the candidates down to a qualified few. This recruiter will be the main person
you need to impress in the beginning. Later you may be able to meet with the actual
employer. Job seekers don’t get to experience the company environment to see if they feel
like they could fit in. This characteristic could frustrate some and relieve others.

• Human resources interview.
While smaller companies usually don’t employ human resource talent, many larger firms rely
heavily upon these people to screen applicants. Similar to the recruiter, the human resource
manager’s job is to narrow down the pool of candidates. While job seekers may learn more
about the company in these interviews, details about the position itself may not be completely
revealed. An HR manager can tell you only what he knows from a job description, which may
mirror the newspaper ad. Those who make the callback cut are later introduced to the
employer or department head.

• Team interview.
Some companies like to include everyone the candidate will be working with in the selection
process. This may include a human resources director, the head of the department, the
position’s direct supervisor and even employees who will be showing the ropes to the new
hire. Meetings like these can take some of the pressure off of one interviewer while allowing
everyone to give input into the hiring process. Applicants may feel uneasy about walking into a
room of question-askers, especially because it can be hard to create chemistry with every
panel member.

• Telephone interview.
Employers may reach out and touch applicants to avoid wasting anyone’s time. Sometimes
interviewers will call to confirm qualifications and give basic job descriptions to see if the
position is something you are interested in. Other times, like when the candidate is not local,
employers may set up an elaborate telephone interview with the same kinds of questions asked
in a formal setting. These meetings can be tricky because neither party can take visual cues
that show how answers are perceived by one another.

• Computer interviews.
In this age of technology, some firms may conduct interviews through computers. A list of
questions is downloaded to applicants. Answers determine who receives an invitation to
personal interviews. These “meetings” are not commonplace but may grow in popularity as
computer usage increases.

• Video or video conferencing interviews.
You may be asked to give an impromptu presentation about your background and skills. If the
interviewer is not on camera, try looking at him instead of the camera. This technique will
make you look more focused and professional. The tape will probably be shown to company
decision-makers.

• Conversational interview.

These are most closely related to the traditional style of interviewing. They appear to be in a
more comfortable, relaxed setting but do not be fooled, these meetings are still in a
professional environment and applicants should conduct themselves accordingly. Casually
asking about the interviewer’s hockey puck on his desk is okay but describing the wacky events
at the last game you attended, is not.