Congratulations! You've got the interview, but now what? What you do to prepare before an interview is just as important, if not more so, than what you do in the interview. Below are some common types of interviews you might encounter:
The behavioral interview is one of the most common types of interview. Emphasis is placed on past performance and behaviors. Interviewers have a list of key skills or behaviors they feel are necessary for the role and they will ask specific questions to understand whether a candidate possesses such skills and behaviors. Screening interviews, phone interviews, on-site interviews, one-one-one interviews, and panel discussions are all likely to have a behavioral component to them.
Breakfast, Lunch, or Dinner
While the interviewer may not directly refer to the event as an interview….it is. This is a way for interviewers to informally learn more about the candidate and to make assessments. Topics of discussion are open to anything (hobbies, interests, current events, etc.) Use your best table manners!
The case interview is an interactive process in which the interviewer asks the interviewee to analyze a business question. Frequently this requires the candidate to ask logical questions and make assumptions to derive at a solution. Interviews can vary widely in duration and content but most likely fall into one of these three categories: business case, guesstimates, or brainteasers. Check out our Career Insider Guide to Case Interviews for more information.
The group interview allows an interviewer to observe how candidates react in a group situation. It is likely that the group of candidates will be assigned a task to complete jointly. From this exercise, the interviewer can focus on teamwork, leadership, and interpersonal traits.
The one-on-one interview is the most common type of selection interview and consists of an interviewer interacting personally with a candidate.
On-site Interview or "Callback"
The onsite interview probes more deeply into a candidate's knowledge, skills, abilities, and strengths. Interviewers are more focused on experiences, outcomes, development, and potential. A sequence of interviews is likely in store and may include a combination of the following: one-on-one interviews, group interviews, panel interviews, and meals.
The panel discussion places the candidate in front of two or more interviewers at a time. This creates a unique environment for the candidate and allows multiple interviewers to assess the same response. The questions may be asked by a single interviewer or the interviewers may take turns.
The phone interview is frequently used for screening interviews or when geography presents a challenge. The interview is in many ways the same as a one-on-one interview. The most distinguishable difference is the loss of non-verbal communication. Extra attention should be paid to the clarity of speech and the location the interviewee performs the interview. Studies have proven that smiling and dressing up (even though they cannot see you) boosts your confidence.
The screening interview generally concentrates on educational background, evidence of work experience, and the character traits of the candidate. Rarely will any portion of the interview be in-depth or concentrated. The interview is frequently conducted over the phone or on campus and is typically 20-45 minutes in duration.