Career GuidanceInterview Tips

Types of Job Interviews To Know About

Job interviews are planned interactions in which one party asks questions and the other responds. In everyday speech, a one-on-one chat between an interviewer and an interviewee is called an “interview”. Interviews can be of many types, and the styles may even overlap. Even though every interview is different, there are specific categories in which you can divide most interviews. It is beneficial to know them, as knowledge is directly proportional to power and confidence in an interview!


7+ Common Types of Job Interviews 

Many types of interviews are commonly carried out. Some are just more common than others. After the Covid-19 Pandemic, the recruitment process has changed a lot. Most interviews are conducted virtually through video, but that doesn’t mean the other types of discussions are obsolete. Thus, thorough information about the various types is necessary. Let’s take a look at the multiple types of job interviews.

1. The Screening Interview
Most of the time, a company’s initial interview with you will be a screening interview. It is one of the many types of job interviews. It is conducted to see whether the potential employee fits the fundamental requirements for a specific role. Most of the time, HR will make contact and ask about your basic expectations and the notice period. 

Nowadays, these mostly happen over the phone. When time and distance pose a challenge, hiring managers may effectively learn more about their applicants by conducting a phone interview.

If you receive an unexpected call for a phone screen, it’s better to inform the interviewer that the time is unsuitable and request a different day and time so you have time to prepare and find a quiet area where you can concentrate.

2. The Traditional Interview
The traditional interview is one of the various types of job interviews that everyone is most familiar with. It is the most typical one available. It is a one-on-one or conventional interview in which you appear before a hiring manager or human resources representative to respond to questions. In most businesses, this happens after the phone screening. They will ask you to a meeting so they may further assess you after they are confident you possess the necessary foundational abilities to accomplish the job. 

To determine whether your earlier actions and accomplishments may help them achieve their goals, they frequently inquire about your former job, your talents, and how you’ve handled circumstances. They evaluate your perceived honesty, openness, coachability, humility, intelligence, and other soft skills. 

Your objective should be to establish a rapport and demonstrate that you would be a fantastic addition to their team. Instead of merely talking about your experience in general, describe how you can take over the position and assist them. Show that you are aware of their problems, have read the job description, and know their requirements. Make sure you’ve worked on your body language and confidence in addition to perfecting your interview responses since the face-to-face interview will assess all of these things.

3. The Panel Interview
A Panel interview is another type of job interview. These are frequently people from several departments inside a firm, such as human resources, your future boss, and occasionally team members. These are common with more prominent firms and entail a panel of interviewers asking you questions. This kind of interview seeks to reduce the likelihood of a poor hire. 

You must thoroughly prepare for your interview because it may be a terrifying experience, especially if you’ve never had one. In your panel interview, be ready to keep eye contact with whoever is asking the question. Treating everyone on the panel with respect is vital since you never know who is truly in control, and everyone will have an opinion of you and be able to influence whether or not you get the job.

4. The Virtual Interview
After the COVID-19 pandemic, most companies take virtual interviews. Of course, phone interviews are also virtual, but they are a choice for pre-screening interviews. The main selection rounds tend to happen on video calls nowadays. The recruiting company may access a larger, more diversified talent pool by conducting these interviews.

Virtual job interviews have unique difficulties. Make sure your surroundings are free from distractions. Clear the space of clutter and noise. For the duration of your video interview, figure out a means to temporarily exclude youngsters and pets.

Regarding the substance, you can think of this as a face-to-face interview. To appear as though you are making eye contact, practice staring at the camera rather than the screen. Also, be sure to dismiss any open programs and turn all your bells and whistles to silent mode to prevent them from sounding accidentally during the discussion.

5. The Behavioral Interview
Behavioral interviews have the potential to go deeper than formal interviews. They evaluate your past performance by looking at how you handled particular employment-related issues at your former work. These job interviews may also inquire about potential scenarios and your response to them. 

In contrast to a conventional job interview, behavior-based interviews urge you to describe in detail how you handled a specific circumstance that is analogous to the ones you would face in the position you are looking for. This is frequently the case in fields like technology or science when people are trying to figure out how to work together to solve challenges. This type of interview is not very common for most types of jobs. 

6. The Group Interview
This interview style is frequently utilized when a firm is looking to hire for more than one position. It involves interviewing many candidates at once, as the name suggests. Companies commonly interview each participant after giving a brief presentation about their business. This strategy is employed by recruiters when they want to hire several people at once, such as when a company is looking to fill positions for a new team or department. This allows them to assess how well you’ll get along with this team of individuals who are all vying to be your future coworkers. 

They could question you there, so take advantage of the chance to explain why you’re the most significant candidate. Employing managers frequently want to see your interactions with other group members to assess your interpersonal abilities. Candidates need to use enthusiasm and intelligent tactics to catch the hiring manager’s eye when they are part of a large group. This is one of the more challenging ones of all types of job interviews.

7. The Informal Interview
Even though informal, it is also one of the types of job interviews and should not be taken casually. Informal interviews are meetings when you talk casually with the recruiting manager. When hiring managers have a need to fill but haven’t gotten around to creating an official job posting, they frequently have conversations over coffee with recruiters handling multiple vacant positions. 

Internal employment may frequently include a manager taking you to lunch to discuss your expectations and background while outlining the role. Even though informal, some preparation is necessary for this kind of interview. Ignore the “informal” setting, do your homework and investigate the business and the sector. Dress professionally yet comfortably, and bring many printed copies of your résumé.

8. The Exit Interview
As the name implies, exit interviews are the reverse of recruiting interviews. Exit interviews are not anything like the other types of job interviews listed here. These are the interviews you go through if you choose to quit a firm or are laid off. These interviews are conducted by employers to collect feedback and to learn more about how staff members regard the business overall. Exit interviews, in other words, provide a company with the chance to constantly enhance its workplace culture and maximize ties with its staff.

Tips for Job Interviews

No matter what the type of interview, you need to put your best into it. It would help if you had all the tips and tricks you could learn. Here are some suggestions for job interviews that you can consider:

  • Be on Time
    Being on time is crucial in a job interview to demonstrate your professionalism. It also reflects your regard for their time and effective time management techniques.
  • Carry a Notebook
    Bringing a notepad to an interview demonstrates your interest in the discussion. To show your claim, you may record your planned questions and their responses.
  • Understand the Interviewer
    Knowing your interviewer requires using the name they give you. When interviewing your hiring manager, it might be crucial to treat them respectfully.

Conclusion

Even though interviews may be of various types, there is something familiar among most of them. You need to do your best if it is a selection interview. Be honest and your charming self; that way, you can ace any interview. But it is also essential to take time to gather your thoughts and prepare before an interview. Ask in advance if you have any doubts about your interview format. It’s always appropriate to ask whether you’ll be attending a video interview, phone interview, group interview, etc. And knowing ahead of time will eliminate anxiety and doubt and better prepare for the exact format the employer uses. All the best!


FAQs

1. Which interview format is more typical?
Some people might be searching for “what is an interview and types of the interview”. But the more common thing you might want to know would be which is the more typical format. The most typical interview, sometimes known as a “personal interview”. To prepare, find out how long the interview will be; they can last anywhere from 30 to 90 minutes.

2. What do you mean by a situational interview?
These interviews resemble behavioral questions in that they pose hypothetical questions about the future, whereas behavioral interview questions focus on the past.

3. What is a stress interview?
A stress interview is a technique for making candidates feel highly anxious. They are designed to evaluate your ability to respond quickly under pressure, think fast on your feet, and react skillfully to challenging situations.

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