types of interviews

Types of Interviews

Telephone Interviews
In an effort to save on time and expenses, some employers will conduct screening interviews by phone. Since you may expect calls from employers at any time, it is important for you to have a reliable answering machine or voice mail with a professional message; employers are not usually entertained by quirky messages or long music interludes.

Many job candidates find telephone interviews more difficult than personal interviews because the interviewee will typically not receive any nonverbal feedback to help gauge responses. You should prepare for the telephone interview with the same diligence as you would for a person-to-person interview.

Below are some tips to help you prepare for and execute a telephone interview:

♦	When the secretary or interviewer calls to arrange the telephone interview, be sure to ask for basic information if it is not offered: who will be conducting the interview, name and title (ask for spelling of name if you are unsure; again this information is valuable for your follow-up) and ask for the projected length of the interview so that you may make appropriate arrangements.
♦	As you prepare for the interview, make sure your room is void of noise and other distractions. Try sitting at a desk or table with your resume in front of you for easy reference. Good posture will help you project a professional tone on the telephone.
♦	You should also keep a note pad and pen nearby to jot down any ideas or questions that may come to mind.
♦	Arrange to interview in a comfortable place, where you will not easily be distracted.
♦	When introductions are made, write down the names of those who will be participating in the interview with you and acknowledge each of the interviewers by name.
♦	If a formal or long question is asked, it may be helpful for you to write down key words or aspects of the question to be sure you answer all of the parts of the question that was asked.
♦	Think about the question and your response before answering. If you need to consider your response before answering, let the committee or interviewer know that you are thinking about the question so they will understand the brief silence from your end.
♦	Answer the questions fully, but do not ramble on after you have given your answer. It is common that interviewers will be silent after your response as they consider the next question to ask. Do not allow their silence to prompt you to extend your answer. To signal you are through answering, it is a good idea to summarize your response.
♦	Again, be prepared with questions and end your interview with a statement expressing your interest in the position.
♦	Be sure to thank the interviewers for their time at the closing of the interview and that you look forward to speaking with them again soon.
♦	Follow-up with a thank you letter within 24 hours after the telephone interview. If multiple individuals participated in the telephone interview, it is best to write thank you letters to each interviewer.

Panel Interviews
As a time-management method, some organizations will arrange panel interviews. You may be interviewing with as many as five or six employers at one time. This can be a very intimidating situation. Try to establish rapport with each person through eye contact. Whenever possible, try to incorporate their names in your responses.

Group Projects
If an organization intends to hire a large training class, a group project may be a part of the interviewing process. The group project is used to see how potential employees would work together to solve a situation or problem. Managers or human resource personnel will be present to evaluate individual contributions to the group project. The evaluators will be looking for assertiveness, analytical abilities, communication skills, and the ability to involve others in solving the situation.

Simulations
In an effort to determine how you would respond to typical job responsibilities, an employer may engage you in role play or other simulations. For example, if you were applying for a position in sales, the interviewer may pick up a paper clip from the desk and ask you to "Sell this paper clip to me." Other simulation projects may include reading through a scenario and responding, in writing, your course of action to the situation.

Pre-employment Testing
Some employers utilize personality tests and tests of knowledge as part of their interviewing process. As with any test, be sure to read all instructions carefully before beginning.

Lunch/Dinner Interviews
Your interview schedule may include a lunch or dinner meeting. Even though this may seem like a more relaxed and social time, remember that you are still being evaluated. Conversation should be your major concern, not the food. Always wait for the employer to open his/her menu as your cue to explore the menu. Often, the employer may talk with you for 10-15 minutes before ever considering the menu. Always follow the employer’s lead. Spend only a few minutes looking at the menu; choose something that is easy to eat and familiar to you, this is not a good time to try something new. Take small bites of your food so that you are always prepared to answer the employer’s questions.

Behavioral Interviewing
Behavioral interviewing is based on the premise that the best way to predict future behavior is to determine past behavior. If you have experience with traditional interviews, you will find behavioral interviewing different in several ways:

	Instead of asking how you would behave in a particular situation, the interviewer will ask how you did behave.
	Expect the interviewer to question and probe your behavior in a situation. Depending on your viewpoint, you may view the interview as a therapy session or an interrogation!
	The interviewer will ask you to provide details, and will not allow you to theorize or generalize about several events.
	The interview will be a more structured process that will concentrate on areas important to the interviewer, rather than allowing you to concentrate on areas that you may feel are important.
	You may not get a chance to deliver any prepared stories.
	Most interviewers will be taking detailed notes throughout the interview.

The behavioral interviewer has been trained to objectively collect and evaluate information, and works from a profile of desired behaviors that are needed for success on the job. Because the behaviors a candidate has demonstrated in previous similar positions are likely to be repeated, you will be asked to share situations in which you may or may not have exhibited these behaviors. Your answers will be tested for accuracy and consistency.

If you are an entry-level candidate with no previous related experience, the interviewer will look for behaviors in situations similar to those of the target position:

	Describe a major problem you have faced and how you dealt with it.
	Give an example of when you had to work with a team to accomplish a task or project.
	What class did you like most? What did you like about it?

Follow-up questions will test for consistency and determine if you exhibited the desired behavior in that situation:

	Can you give me an example?
	What did you do?
	What did you say?
	What were you thinking?
	How did you feel?
	What was your role?
	What was the result?

You will notice an absence of questions such as, "Tell me about yourself."

How to Prepare for a Behavioral Interview

	Recall recent situations that show favorable behaviors or actions, especially involving coursework, work experience, leadership, teamwork, initiative, planning, and customer service.
	Prepare short descriptions of each situation. Be ready to give details if asked.
	Use the STAR (situation, task, action, and result) storytelling technique.
	Be sure the result reflects positively on you.
	Be honest. Don’t embellish or omit any part of the story. The interviewer will find out if your story is built upon a weak foundation.
	Be specific. Don’t generalize about several events. Give a detailed accounting of each event.
	Do not be threatened or anxious about a behavioral interview. Keep in mind the behavioral interviewer is looking for past actions only.

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