Following is a list of 5 common types of job interviews:

1. Face to face/conversational

The most common interview type. This interview may be done with or without a screening interview preceding it. The bottom line is the interviewer is interested to see if you are the one candidate they seek.

Questions asked during this one-on-one interview are generally centered around the technical aspects of the job or position. For example, an IT Manager would be interested to know more details about the system you’re implementing in your present company, and how your competency in the system would be compatible with the new organization.

You might also be assessed on the degree of your management capability, and ensure that you are ready to be handed similar, or larger role.

2. Behavioral interview

Behavioral interview is becoming more and more popular among established companies as a way to assess the candidate’s potential to perform and grow in the company. In fact, top companies such as McKinsey, Accenture, Bain, Boston Consulting and AT&T have been using behavioral interview for decades now, and it seems to work well for them.

While no guarantee is made on the accuracy of the assessment, analysis showed that behavioral interview assessment can be correct more than half of the time. A behavioral interview often asks how a job candidate would react in a certain situation and why he chooses that reaction. Candidates will also be recalled on certain scenario he was involved in and describe the issues, actions taken and the outcome of the actions. The answers given by the candidates will be used to predict his or her performance in the job.

3. Group/panel interview

The group interview involves a number of interviewers asking questions against one candidate (or more) per time. The interviewers may be made up of the Human Resource Manager, Operations Manager, Vice Presidents, Accounts Manager and so on. Being interviewed by more than one interviewers can seem like a big deal, and in a way, it is used as a method to gauge candidate’s ability to handle stressful situation.

4. Telephone interview

Telephone interview comes with its pros and cons. Job candidates with potential nervous breakdown may find it relatively easier to perform during telephone interview. However, those who possess the right skills and knowledge may feel better if they can speak to the interviewer on one to one basis. Candidates who carry professional image and outlook may also feel he is deprived of a room to give a good first impression.

Nevertheless, a final decision to hire a job candidate based on a telephone interview is rarely made. Instead, the interviewer may put you along with his preferred candidates first before making the final call after meeting all his shortlisted candidates face to face.

5. Screening interview

More often than not, screening interview is done over the phone. Usually, the interview is done by the human resource personnel, or a recruitment consultant to find a little bit more about the candidates, and screen out all irrelevant applicants. A screening interview may also involve the candidate sitting down for personal assessment and test, which is part of the company’s screening process for all job applicants.

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