Learn About the Different Types of Interviews


Types of Job and Employment Related Interviews

1.Behavioral Interviews
Interviewers use behavioral based interviews to determine how you’ve handled various job situations in the past. The idea is that your past behavior predicts how you’ll act in the new job. You won’t get many easy “yes” or “no” questions and in most cases,  you’ll need to answer with an anecdote about a previous experience. Here’s a look at what types of questions to expect: Behavioral Interview Questions.

2.Case Interviews
Interviews that include the interviewer giving you a business scenario and asking you to manage the situation are called case interviews. They’re most often used in management consulting and investment banking interviews and require you to show off your analytical ability and problem-solving skills. ​

3.Competency Based Interviews
Interviews that require you to give examples of specific skills are called competency-based interviews, or job specific interviews. The interviewer will ask questions that will help him or her determine if you have the knowledge and skills required for the specific job. Here’s information on how they work, how to prepare, as well as sample questions: Job Specific Interview Questions.

4.Exit Interviews
An exit interview is a meeting between an employee who has resigned or been terminated and the company’s Human Resources department. Companies conduct these types of interviews, so they can learn more about the work environment and get job feedback. You may be asked why you left your job, why are you taking a new job, and what would you change about your job. Here’s a closer look at what you may be asked: Questions They Might Ask You in Your Exit Interview.

5.Final Interview 
The final interview is the last step in the interview process and the last interview you find out whether or not you’ll get a job offer. This type of interview is usually conducted by the CEO or other members of upper management. The key to a final interview is to take it as seriously as all the preliminary interviews – just because you were asked in for a final interview doesn’t mean you got the job yet.

6.Group Interviews
Employers may hold group interviews because they’re often more efficient than one-on-one interviews. There are two types of group interviews: one involves an applicant being interviewed by a group (or panel) of interviewers; the other involves one interviewer and a group of applicants. ​

7.Informational Interview
An informational interview is used to collect information about a job, career field, industry or company. In this case, you’re the interviewer and you find people to speak with so you can learn more about a specific field. Review this guide on what types of questions you might ask: Informational Interview Questions.

8.Mock Interviews 
A mock interview provides you with an opportunity to practice for an interview and receive feedback. Although you can do an informal mock interview with a friend of family member, a mock interview with a career coach, counselor or university career office will give the best feedback. Here’s information on mock interviews, how to set up a mock interview, and how practice interviews can help you prepare for an actual interview: Mock Interview Questions.

9.Off-Site Interviews
Employers sometimes schedule job interviews in a public place, like a coffee shop or restaurant. Perhaps there is no local office or maybe they don’t want current employees to know about the possibility of a new hire. In any case, it’s good to be prepared for off-site interviews. Here are tips on how to interview in public.

10.On the Spot Interview
Sometimes you’ll be expected to do an on the spot interview. For example, you may turn in your application and be asked to do an interview right away. Or when an organization (typically retail or hospitality) announces they will be holding open interviews on a specific date. In situations like these, hiring personnel use on-the-spot interviews to screen applicants and immediately decide who should and should not be included in the next step of the recruiting process.