00/00/0000  00:00
New Recruiter?  Register | Sign In
Different Interview Types

Career Resource Center

Different Types of Interviews

Behavioral interview
The basic principal behind a behavioral interview is that it is a means to evaluate a candidate’s past behavior as a way of predicting future performance on the job. In other words, it’s not what you know, but rather what you did. In a behavioral interview, an employer would first develop a profile of desired behaviors (competencies) that should be exhibited by an employee in the proposed position. (ie. problem solving, planning, communication, interpersonal skills, motivation, teamwork, etc.) Then, the interviewer asks a series of open-ended questions designed to stimulate recollection of a situation that would lead to that desired behavior. In answering a behavioral interview question you would have to give real-life examples, detailing how you handled a situation. The interviewer would then ask some probing questions to verify that what you are saying actually happened.

4 components to a behavioral-based question:

  • Describe the situation in which you are involved.
  • Describe the task that you performed.
  • What was your approach to the problem?
  • What were the results of your actions?

How to prepare for a behavioral interview
Since the behavioral interview process is based on a candidate’s desired behaviors, or competencies, you must first determine what competencies the employer is looking for. Reviewing the job description and researching the company can help you in identifying them.

Some important questions to consider in identifying competencies

  • What are the necessary skills to do this job?
  • What makes a successful candidate?
  • What would make an unsuccessful candidate?
  • Why have people left this position previously?
  • What is the most difficult part of his job?

Next, analyze yourself to determine which of the desired competencies for the job you possess. Thoroughly analyze your skills, knowledge, and experience. Then, collect and maintain records of your achievements. These achievements are proof of your competencies. Finally, for each competency, select your best achievement for which you can document and display a particular competency.

Components of an effective behavioral-based question

  • Focuses on past behavior
  • Derives directly from competencies required to do the job
  • Is open-ended
  • Asks for specific examples
  • Is asked one at a time
  • Sets up probes or follow up questions, examples following:
      • How did you do it?
      • What did you say?
      • What were you thinking at the time?
      • How did you feel about it?
      • What was the outcome?

Sample behavioral questions

  • Give a specific example of a time you sold someone on an idea or concept.
  • Describe the best/worst team of which you have been a member.
  • Tell about a time when you made a bad decision.
  • Tell about a time when you were creative in solving a problem.
  • Give an example of a time when you had to be quick in coming to a decision.
  • Give an example of a time when you went above and beyond the call of duty.
  • Describe a situation in which you were able to have a positive influence on the actions of others.
  • Tell about a situation when you had to be assertive in order to get a point across that was important to you.
  • Describe a recent unpopular decision you made and what the result was.
  • How do you decide what gets top priority when scheduling your time?
  • What do you do when your schedule is suddenly interrupted? Give an example.
  • Give an example of a policy you conformed to with which you did not agree.
  • Give an example of an important goal that you had set in the past and tell about your success reaching it.
  • Tell about a time in your career where you had to overcome stress.
  • Tell about a crisis in your life or job and how you responded or recovered from it.

Phone interview
Phone interviews are often used by companies as a way of pre-qualifying a candidate for interest and expertise. Making a good impression on the phone is twice as hard as it is in person because you can’t rely on visual clues. Remember that interviewers will easily hear if you are distracted in your voice. In addition to the tips below, the same interviewing techniques hold true with the phone interview as with the traditional face-to-face interview.

Phone interview tips

  • Minimize distractions if possible. Isolate yourself from distractions and background noises. If the caller has reached you at an inconvenient time, reschedule the call for another time. Also disable the call waiting function of your phone if possible.
  • Sit up straight. Even though the caller can’t see you, your voice will project farther, and sound clearer if you are standing or sitting up straight. For best results, stand.
  • Dress for success. If you dress professionally, you will act professional and therefore sound professional.
  • Smile. It has been found that your voice will convey the warmth of your smile.
  • Practice with someone beforehand if possible.
  • Prepare your interview area with a pen and paper, as well as a copy of your resume. Write down the name of the person you are speaking with. Remembering the person’s name and using it frequently is a powerful tool in establishing a personal connection.
  • Mirror the speed and the volume of your voice with that of the person you are speaking with. It has been found that interviewers generally prefer people who speak at the same rate they do.
  • Practice active listening. When you’re on the phone your interviewer can’t see you, so remember to indicate you’re listening. Verbal cues such as, “I see” validate that you are listening and interested in what the person is saying.
  • Speak directly into the phone and avoid using the speaker function.
  • Beware of using yes/no answers. Remember the phone interview is often the employers prescreening tool. Elaborating on your answers and asking some relevant questions will convey your interest and distinguish you from other candidates.
  • Taking notes during this initial phone call can help you prepare for later interview questions, as well as develop your own questions to ask and assist you in the creation of your follow-up letter.
  • Use reference materials. Have your resume on hand so you can talk about your experience and accomplishments. Avoid reading from a rehearsed script, which can interrupt the flow of conversation.
  • Have a list of questions ready and ask them sporadically throughout the interview.
  • Ask for an on-site interview or at least find out what the next step in the hiring process would be.
  • After the phone interview, follow up with a thank you that recaps your best selling points.

Group/panel interview 
Traditional interviews are often stressful, but the group interview, one in which you are being interviewed by more than one person, has the potential to be the most nerve-racking. Many people struggle to make a good impression when they are expected to handle the unique personalities, social styles, and interviewing approaches of multiple interviewers. With several sets of eyes focused on you, and rapid-fire questions directed your way, many feel that the group interview is the most intense.

Interviewing strategies

  • Remember there are multiple agendas to consider during a group interview. Try to find out who will make up the panel of interviewers, and then get some background information on each person. Knowing the primary role in the company that each individual plays can allow you to anticipate what each person may want to know about you.
  • When meeting with a group, placing the business card of each individual in accordance to where they are sitting may help you to keep their names and functions clear in your answers.
  • Interviewers may come from different areas of the company, and your answers to interview questions should address how you as an employee would contribute to these areas.
  • During the interview, be sure to make eye contact with all of the interviewers. When one person asks a question, make sure to make eye contact with that person, as well as everyone else on the panel to make them feel included.
  • Be prepared with three qualities associated with the job description and be able to demonstrate, by retelling a past action or achievement, how you possess them.
  • Once the interview begins try to read different personality types in the room. Don’t discount the importance of the person who is quietly observing – for they may be the ultimate decision maker. Observe who your interviewers often make eye contact with. (Typically, they watch for their supervisor’s reaction/approval of what they are saying.)

Human resources interview
The same interviewing techniques hold true with the HR interview as with the traditional face-to-face interview. If you don’t interview well with HR, you won’t move on to the next step.

  • The reputation of the HR professional is on the line every time they recommend a candidate to move forward in the selection process. If the other members of the selection team meet with the candidate and believe they are poorly qualified, the HR professional will lose credibility. It is, therefore, imperative you clearly communicate your ability to be successful in the job, as well as how you fit the culture of the company. This will enable the HR person to recommend your candidacy to the hiring manager/selection team.
  • Your interview with HR typically speaks directly to the position description the HR professional has developed or been given, and any other qualities or needs of the position they are aware of at the time. Be prepared to communicate specific achievements that address all of the responsibilities outlined in the position description or job posting. Note carefully what other topics are discussed. Those topics are most likely important to one or more members of the selection team with whom you may be meeting eventually and will be discussed in subsequent interviews.
  • As with any interview, be sure to communicate the reasons to hire you. These are the reasons to send you forward. You will make the HR person’s job easier if you can provide the necessary reasoning behind sending you to the next step. It is necessary to be thoroughly prepared to discuss the significance of all your achievements in case the conversation takes a turn you did not anticipate. If you are well prepared, you will be able to take advantage of each topic that is raised for discussion and not miss an opportunity to highlight your value.
  • You will also have prepared questions to ask which will expand your knowledge of the company, the overall role of the position and the corporate culture.

Lunch/dinner interview
The lunch interview is a great way for the interviewer to interact with a perspective employee in a casual real world setting. An interviewee who is courteous and professional should find this interview to be a pleasant and informative process.

Interview tips

  • Eat a little something beforehand, so you don’t come to the interview famished.
  • Mirror the interviewer when ordering. If they order an appetizer, it’s okay to do so.
  • Order the easiest thing to eat. Try to stay away from anything you need to pick up or anything messy like spaghetti. Try to remember to order easily forkable foods. Stay away from anything crunchy or loud, which can be distracting. Stick with neutral foods that won’t give you bad breath. Look at what the price is of the interviewer’s meal and choose yours accordingly.
  • Be aware that people make judgments about what you eat and your manners. Keep your elbows off the table, place your napkin on your lap and treat the staff with respect. Use proper dining etiquette- don’t speak with your mouth full, keep elbows off the table, and always use your napkin.
  • Eat slowly.
  • Absolutely no alcohol, even if the interviewer orders a drink. Stay sharp during the interview.
  • If your interviewer orders coffee or desert, do the same. Never let them eat alone.
  • Remember your manners with the staff. Always be courteous and respectful, even if you are unhappy with the service
  • Don’t send the food back, or criticize the restaurant.
  • Always thank your interviewer for the meal and the time they spent talking with you.
  • Most of the standard protocol for traditional interviews, such as punctuality, and formal business attire, apply to the lunch/dinner as well. Given the unpredictable, less structured atmosphere, be ready to improvise if necessary. Arrive at the interview prepared with some topics for casual conversation. Recognize the interviewer may not address the more intense, job related issues until after dinner. It is important to keep the lunch/dinner conversation flowing, so come prepared with some meaningful questions about the company and position to ask during breaks in the conversation.
  • Don’t get too casual and let your guard down. Often, that is what the interviewer is looking for: to find out how you act outside the workplace.
  • If you are concerned that your confidentiality may be compromised in public, an on-site meeting may be more appropriate.
  • Ask for the job- reiterate how much you enjoyed talking with them and how much you want the opportunity.

Long distance interview
Traveling a fair distance for a job interview can be unnerving, especially if you are not used to traveling in general. The bottom line is to think of everything and plan. Some tips follow to help you make your trip successful:

  • Make plans to arrive in your destination city as early as you can before the interview takes place.
  • Don’t be surprised if no one shares in your traveling frustrations. Most people will be unaware of the sacrifices you’ve made to be there- taking time away from family and using vacation days.
  • Leave enough time in each leg of the trip so that if you have any delays, you can make it to your destination on time.
  • Arrange for transportation ahead of time. Find out if the city has public transportation or if you will need to get a rental car/taxi for getting around.
  • Don’t take a chance at lost luggage- hang your interview outfit, all pressed and cleaned, in a garment bag and take it on the plan with you.
  • Be at the interview site at least an hour early- just in case you have problems getting around the city.
  • Bring your resumes, samples, and references in a portfolio or case where they will stay unwrinkled and in good shape for your interview.
  • Find out before you leave what portions of the trip the employer is willing to pay and what they may reimburse you for. Make sure you hang onto your receipts, if not for the employer, than for your own tax purposes.
  • When traveling for an interview, you can almost always be sure you will be meeting a lot of people- so be ready.
  • Be prepared to spend the bulk of your time at the company, not visiting with friends/family or sightseeing.

Second/third interviews

  • Subsequent interviews mean you will be meeting new interviewers for the first time. These interviews should be conducted just as your first meetings. They have heard positive feedback about your candidacy and expect you to be a strong candidate. The key is they still have to be convinced you are the candidate. Don’t assume they have been briefed about you in any detail. Be prepared to have your skills and personality scrutinized more closely.
  • Interviewers with whom you have previously met have different expectations and are more comfortable with you. The expectation is that you will be more knowledgeable about their company and be enthusiastic about the opportunity.
  • You will likely interview with co-workers, potential managers and other team members.
  • More attention will be given to your interpersonal skills and ability to fit into the company culture.
  • Use this opportunity to ask the balance of your questions.
  • Don’t get too comfortable or casual.

“Rubber stamp” interview
A rubber stamp interview doesn’t exist. You may think it is just another final meeting to iron out details, but every meeting counts, and provides the employer the opportunity to evaluate you or move onto another candidate, so always be prepared.

 Visitors Online: 3 | Total Visitors: 248,714 © 2020 Healthcare Recruiters Association | Site By BSM
Site By BrainScanMedia.com, Inc. - A Web Solutions Company.