Types of Interviews

There are many differing types of interviews and these days, you could just as likely be asked to meet at a café.  This has become particularly common for some recruitment agencies and companies wanting a more relaxed or informal approach.  Try and find out what type of interview you are facing, who will be there, titles of those attending, approximate duration and any special requirements.  Make sure you are well prepared and do your homework! 

Behavioural
You will be asked questions like: Describe a situation when? Can you give me an example of a time when?
The focus of this type of interview is your experience and you can relate this to the position for which you are being considered. Do your preparation and be aware of numerous examples of when you perhaps overcame challenges and achieved positive results within past positions. Remember, it is critical that you can demonstrate a successful outcome!

Situational
This form of interview is quite similar to a behavioural interview, however the main difference being that with situational interviews, hypothetical questions are asked to try to ascertain how one would react if placed in a specific situation as opposed to looking for specific examples based on past experience. If you have prepared and read over the key responsibilities within the job description this could be a great advantage as many situational questions are most likely to be centred around these responsibilities. Typical questions are: What would you do if you were the Manager and XYZ happened? If one of your colleagues came to you with XYZ problem, what would you do?

Unstructured
This form of interview can be used to look for personality traits and to assess your culture fit for the role. An unstructured interview is normally quite conversational and is based more around a discussion of your previous work history. There will be no set order of questioning and you will be expected to hold a conversation throughout. This can very often used as a second or third interview to assess ‘team fit’. On the surface, this may seem an easy option but don’t be fooled! Unstructured interviews can often be the hardest of all as the interviewer may not give you the opportunity to answer all the questions you may have been practising.  Typical questions are: Tell me about yourself? What do you do for fun?

Group Assessment Centres
This type of interview can be chosen by companies if there are a considerable number of applicants suitable for a given position. It is a great way to see how applicants act with one another and can highlight specific areas of strength and/or concern.

Group interviews can become very complicated if everyone talks at once so it is advisable to bring a note pad with you to highlight discussion points. The key is not to come across like you are relying on your notes but having notes gives the impression that you are organised, professional and prepared. It is always a good idea to make sure you have spoken to all other candidates and made eye contact, thus showing that you can get along with all types of people and have not excluded one particular person out of the conversation.

Wherever possible it is a wise choice to ask questions. By doing this demonstrates that you are interested and engaged in the topic of discussion. However beware not to ask too many and give other candidates a chance! Be aware of group dynamics. Some of the people within your assessment may end up being your co-workers so be sure to assess whether or not you see yourself fitting in with the group.

Panel Interview
This will normally consist of several interviewers from perhaps different areas of the company. Depending on the job itself, each interviewer will have differing questions aimed at finding out what ultimately concerns them. This can be quite tricky! The key is to be confident and make eye contact with the interviewer actually asking the question and remember to scan the other interviewers whilst giving a response. This will give the impression that you are not only interested in talking to one person on the panel.

Does this all sound confusing? If yes, we are able to help by offering personalised interview preparation coaching sessions.  Please refer to our Interview Coaching section