While most interviews will have a combination of two or more styles, we've set out the most common forms of interviews below.

Screening Interview / Telephone Interview:

The screening interview is generally short in duration and is utilised to determine if the candidate has sufficient basic qualifications to warrant a more in-depth, formal interview. It is usually conducted by one interviewer, often over the phone, and used to narrow the field of candidates. It is always advisable to take the call on a land line in a quiet location and to set aside time for the call. This should be treated in the exact same manner as a face to face interview.

Unstructured Interview:

This type of interview could be a group interview (more than one interviewer) and involve unstructured questions such as "Tell me about yourself." Team members are usually allowed to freelance or probe at any area of the candidate's background. This usually occurs towards the end of the interview process, and getting to this "meet the team" stage is generally a very good sign!

Structured Interview:

There are different types of structured interviews and it is common for the interviewer to combine methods from more than one style. If it is a group interview, each interview team member may be assigned a specific area of the candidate's background to probe and the questions asked are usually behavioural in nature. A good example of a situation where this may happen is when a candidate is interviewed by both a line manager and an HR manager, with each assessing different criteria. The following are some of the more typical structured interview styles that you are likely to encounter:

Behavioural Interview:

The objective of the behavioural-based interview is to provide examples of behaviours which relate to the criteria required for the success in the given role as past behaviour tends to predict future behaviour. When answering questions, be sure to give enough information so your skills and experience can be accurately assessed. See sample behavioural questions below:

Sample Behavioural questions

The following is a sample list of behavioural-based questions for further preparation. You should be able to describe your answer to the interviewer in 3 parts: The event or situation, the actions you took, and the outcome that was a result of your action.

• Please tell me about a time when you had to deal with an uncertain situation.
  
• Describe some recent work related problems and the actions you took to solve them.
  
• What are the most difficult decisions you have made over the last 6 months? What made them difficult?
  
• Describe your involvement in a task or project that had to be done within an agreed time frame and be of an excellent work standard.
  
• In your position, how do you define doing a good job?
  
• What motivates / demotivates you about your current job? How do you know when you succeed?
  
• Describe a specific task you found especially challenging. What was it about the task you found difficult? How did you overcome the difficulty? What was the result?
  
• Please tell me about a time when a customer / client was not getting the service they deserved from your organisation.
  
• Please describe a time that illustrates how you build a relationship with a client.
  
• We've all had times when we just couldn't get everything done on time. When and why has this happened to you?
  
• Describe a situation in which your initial attempts to gain someone's support and co-operation failed? Did you try again? What was your approach?
  
• Describe a problem you encountered at work in the last 6 months. How did you go about gathering information to help you make a decision?
  
• Give some examples of where you did more than you required in your job.
  
• Describe a situation in which you found the results were not up to budget / company expectation. What did you do to rectify the situation?
  
• What kinds of problems have people recently called on you to solve? Tell me about your contribution to solving problem.
  
• Give me an example of a situation where you have had impact and been able to influence a group of people to do something.
  
• Tell me about the best team you have worked with. Why does it stand out positively in your mind?
  
• What are some of the biggest obstacles you have had to overcome to get where you are today?
  

Group Interview

A group interview is typically designed to discover the leadership potential of prospective managers and employees who will be dealing with the public. The short-listed candidates are gathered together in an informal, discussion-type interview. A subject is introduced and the interviewer will initiate the discussion. The goal of the group interview is to see how you interact with others and how you use your knowledge and reasoning powers to win others over. If you do well in the group interview, you can expect to be asked back for a more extensive one-on-one interview. On a more junior level is an assessment centre, which is commonly a series of role-playing and group exercises to determine attributes such as communication and team building skills. Assessment centres are generally used in instances where more than one vacancy is being filled (e.g. call centre roles, retail sales, telesales, etc).

One-on-one Interview:

In a one-on-one interview, it has usually been established that you have the skills and education necessary for the position. The interviewer is now looking to determine if you will fit in with the company, and how your skills will complement the rest of the department. Your goal in a one-on-one interview is to establish rapport with the interviewer and show him or her that your qualifications will benefit the company

Stress Interview:

Stress interviews are no longer very common but occasionally do occur. They are intended to see how you react under pressure. The interviewer may be slightly cynical or belligerent, or may keep you waiting. This is perfectly normal and the most important thing is for you not to react to the pressure and remain composed and even-tempered. Calmly answer each question to the best of your ability. Seek clarification if you require it and never rush into an answer. The interviewer may also lapse into silence at some point during the questioning. Recognise this as an attempt to unnerve you. Sit silently until the interviewer resumes the questions.

Panel Interview:

Panel interviews are a more common practice in senior level roles. You will face several members of the company who have a say in whether you are hired. When answering questions from several people, speak directly to the person asking the question; it is not necessary to answer to the group. In some panel interviews, you may be asked to demonstrate your problem-solving skills. The panel will outline a situation and ask you to formulate a plan that deals with the problem. You don't have to come up with the ultimate solution. The interviewers are looking for how you apply your knowledge and skills to a real-life situation. At the end of the panel interview, thank all interviewers for their time as a whole, and indicate that you look forward to hearing from them UNLESS they get up to walk you out, in which case you will want to shake their hands.

Lunch Interview:

The same rules apply in lunch interviews as in those held at the office. The setting may be more casual, but it is still a business lunch and you are being assessed carefully. Use the lunch interview to develop common ground with your interviewer. Follow his or her lead in both selection of food and in etiquette. It is best not to order alcohol or smoke, even if the interviewer does. So you've reached the interview stage ... Well done! Now you need to ace it! On the following pages you will find some very helpful interview guidelines.

How to perform well in the interview

You should think of the first interview as a two-way street. For many people, it is difficult not to be nervous in an interview however remember you should be assessing the company's suitability for your career as much as they are assessing your suitability for the role and company. Here are a few tips:

Preparation

• Ensure you have researched the company thoroughly: its products and services, competitors, and clients.
  
• Prepare some questions to ask the interviewer; remember the quality of your questions will be compared to your competitors. Examples include: What would I be expected to accomplish in this position? What are the greatest challenges in this position? How do you think I fit the position? Can you describe the company culture?
  
• Be prepared for questions you are likely to be asked. Interview questions are generally quite predictable, and whilst you should not appear robotic in your response, thinking about these questions in advance will ensure you are confident with your answers.
  
• Make sure you know your own resume and are able to answer any questions regarding it.
  
• Know the exact name and pronunciations of the person you are meeting. This is very important and if you are not sure, call ahead to confirm with the receptionist.
  
• Bring copies of any supporting information. You may have additional information in your portfolio which will support you during the interview such as written articles, URL references, written references, etc.
  

Presentation:

• Dress professionally - look the part. Not only will you be giving a good impression to the interviewer, but you will also have more confidence during the interview. Do not smoke before your interview.
  
• When you arrive, check your appearance again to ensure you are still well presented.
  
• Offer a firm handshake to the interviewer whilst maintaining eye contact. If you would like to take notes during the interview, it's best to ask permission.
  
• Be likeable, enthusiastic and demonstrate your interest and energy.
  
• Answer questions with complete sentences and substance.
  
• Don't arrive on time; instead, arrive early - 10 minutes is best, as any earlier puts unneeded pressure on the interviewer.
  
• Sometimes unforeseeable circumstances may lead to you being unavoidably late. In such an instance, call the company and ask to speak to your interviewer or contact your consultant, explain the reason for your delay, and apologise (whether or not it is your fault). Inform the interviewer what time you expect to arrive and ask if this is agreeable with the interviewer's schedule. If it is, thank the interviewer, and if it is not, then ask the interviewer if you can reschedule for a time convenient to them.
  
• There will always be questions tailored to throw you off balance to see how you perform under pressure. Your best strategy is to be prepared, stay calm, collect your thoughts and respond as clearly as possible. It is okay to admit the question is tough and to think about it for a few seconds if necessary.
  

Traditional interview questions

This is a sample list of traditional interview questions. They are open-ended and designed to obtain information quickly from the candidate.

• What are you looking for in a company?
  
• What are you looking for in your next role?
  
• Do you prefer to work independently or as part of a team?
  
• What do you see as your greatest strength?
  
• What would you say your weaknesses are?
  
• What motivates you?
  
• How would you describe your management style?
  
• What do you consider to be your outstanding achievements?
  
• How do you handle pressure and deadlines?
  
• How do you manage your time?
  
• Why do you want to work here?
  
  

DOWNLOAD a timesheet