Graduate Blog

Types Of Interviews

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Your CV impressed the recruiter and you’ve been invited for an interview, great news. You’re getting closer and closer to securing that job; the key now is to execute that interview and actually get offered the job position.

It is extremely important to believe in yourself, your skills and capabilities; if you believe you can 110% fulfil the role, the interviewer will believe in you. It is natural to feel nervous though, however the more you do the less intimidating they become, just do you best.

An interview is usually the ultimate phase in the recruitment process; this is your critical moment to persuade the recruiter that you are the person they should hire.

The interview process is a two-way conversation; the interviewer’s primary objective is to assess your level of suitability for the role, in turn you will demonstrate your expertise, abilities and personality. Remember to ask questions throughout and at the end of the interview, interviewers will be looking for enthusiasm and that element of inquisition.

There are different interview types and interview formats (this is subject to a speciality of a role, volume of applicants and preferred interview style of the company):

Interview types:

1) Face-to-face – the most common interview type, you can be interviewed by a single person or a panel of individuals. Don’t be overwhelmed if there are a panel of people – it is not to intimidate you! It just means they are people who you would probably work alongside (should you get the job); it’s an opportunity for both them and yourself to find out more and to ask any questions. Face-to-face interviewing can take place at the office or in a public place; it’s subject to the recruiter so make sure you’re clear on time and location

2) Group based – a group based interview usually involves a group of candidates (you may be competing for the same job or a range of jobs) working together in assigned teams on group exercises. After the team exercises, you may all be asked to complete written tests independently. On group interviews, assessors are looking for people who: can immerse themselves into new situations, can work as part of a team, can listen to others and take into account their opinion, are enthusiastic and have potential leadership traits. In a group-based interview don’t become too dominant, lead but never ignore the voice of your team members and dictate things on your terms only.

3) Telephone – this interview technique is repeatedly used by some recruiters i.e. in the telecommunications industry. It is an efficient way of selecting candidates from a large pool for the next interview stage. An interview time slot is agreed, make sure you have all relevant documents to hand (CV, application, job descriptions) if the interviewer senses hesitation on your part it may not reflect well. You must be clear and coherent as you would be in a face-to-face interview – remember not to shout down the phone!

Interview formats:

1. Competency based – interview that focuses on a candidates’ core competencies, the interviewer will assess whether or not the candidate has the capabilities to fulfil the role based on their previous experience and existing knowledge

2. Technical based – if a candidate has applied for a role that requires specialist expertise or knowledge (medicine, engineering etc), the interview questions will be specially tailored for that technical-based role (remember to support your answers with examples)

3. Portfolio based – working in the creative, media or communications industry you may have to present a portfolio of your work i.e. fashion, design, PR

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