Exploring 6 Types of Job Interview

There are many types of job interview. Every recruitment process is different and will include a variety of situations that will test prospective employees in different ways. These six types of interviews are the most common, and they all demand different approaches.

Phone interview. Despite the recent explosion in video calling, the accessibility of the phone interview (for both interviewer and candidate) will mean that this interview format is here to stay. Recruiters often use phone interviews to determine whether to put a candidate forward to their clients. Expect it to be brief and focused on ticking the basic boxes.

…. Frequent pauses give the interviewer a chance to keep the interview on track.

…. Base your answers around satisfying the requirements of the job description.

Video interview. While a video interview will never be able to replicate the chemistry of meeting in person, the medium allows for a far more interactive discussion than a phone interview. If you are not comfortable with using Zoom or Microsoft Teams, you need to get some practice. Video interviews are sometimes recorded for others to view.

…. Test the technology, limit distractions in advance, and prepare thoughtfully.

…. Build rapport, keeping your contributions short to allow an easy back and forth.

Traditional interviews

Traditional interview. Sitting across a desk from your future boss and sometimes a representative from HR is a common interview format in the later stages of a job search process. Your communication and influencing skills will be tested – how you come across is almost as important as the career stories that you are telling. Be professional, but warm.

…. Answer questions your way, so no second guessing what the interviewer wants to hear.

…. Put the future role at the centre of the discussion. Share relevant career experiences.

Panel interview. The dynamics of a panel interview with multiple interviewers (3+) are very different. It is important to consider the perspectives of each interviewer – what difference will you be able to make to each of them? If it is a “meet the team” type of interview, try to make a connection with each individual if the chance arises.

…. Address answers to the questioner while still maintaining eye contact with others.

…. Use the interview as a chance to ask perceptive and thoughtful questions.

Behavioral and competency types of job interview

Behavioural interview. “Tell me about a time when you….” Behavioural questions dominate the bulk of all interview types – your previous experiences offer a reliable insight into your future potential. Boasting that you are great at handling pressure is far less impactful than sharing an example of a time when the stress was mounting and you pulled through.

…. Use the STAR method to respond effectively – situation, task, action, and result.

…. Make sure that you quantify your contribution and offer context where possible.

Competency-based interview. This type of job interview is slightly different in that your technical, hard and soft skills are under the microscope. There is still an expectation that you will base your answers on your past experiences. These interviews are more about the tools and techniques that you used to hit your targets.

…. Examine the job description, so you can decipher which skills will be most in demand.

…. Competency answers are easy to prepare – you know the areas of interest.

It goes without saying that most recruitment processes include a blend of all the above types of job interview, so it is worth exploring each one in more depth. Appreciating the subtle differences could make all the difference in securing that magical job offer.

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This blog is shared with Job Seeker Duetists. 

Written by former recruitment ghostwriter Paul Drury (not AI).