Interview and it's Types

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Interview is a formal
meeting or conversation
between employer
and job applicant.

 Screening / Telephone
Interview
 Video Conferencing
 One-on-One / Face to Face
Interview
 Group Interview
 Panel Interview
 Behavioural Interview
 Sequential Interview

 Telephone Interviews are done for initial screening
of candidates from the pool of applicants.
 Screening Interviews are done by interviewer of
human resource department.
 This type of interview allows an employer to screen
candidates on the candidates experience,
qualifications, and salary expectations pertaining to
the position and the company.

Video conferencing is used to conduct
interviews using video technology from a
distance.

 This is the traditional form of interview where one
candidate is interviewed by one interviewer of the
company.
 This is most common interview format conducted by a
direct HR professional or employer of a company.

 A group interview occurs when small groups of candidates are
interviewed together.
 Time saving form of interview.
 Candidates may also be asked to solve a problem together which allows
interviewers to assess candidate’s skills in action (e.g. teamwork).
 Companies conduct a group interview to quickly prescreen candidates
for the job opening A group interview is similar to a group discussion. A
topic is given to the group, and they are asked to discuss it.

 A panel interview takes place when a job applicant is interviewed by a panel of
interviewers.
 Panel means a selection committee or interview committee that is appointed for
interviewing the candidates. The panel may include three or five members.
 In some cases, the individual candidate will meet with the panel of interviewers or in
other cases, multiple candidates will meet the panel of interviewers.
 The panel may consist of different representatives of the company such as human
resources, management, and employees.
 Time Saving form of Interview.
 Collective judgement of panel regarding the candidate helps in fast decision making for
selection of right candidate.

 Behavioural interview is based on knowing that how the interviewee acted in past
employment-related situations.
 The logic is that how you behaved in the past will predict how you will behave in the
future i.e. past performance predicts future performance.
 The Interviewer will ask for specific examples from your past experiences.
 You should prepare by thinking of specific examples that demonstrate your competence
in core behaviors such as teamwork, problem-solving, communication, creativity,
flexibility and organizational skills.
 Employer might give you a imaginary situation and ask you that how you will you handle
this situation to judge the required skills.

 A sequential interview is conducted by two or more
interviewers, separately or in sequence.
 The candidate either moves from one location to another or
stays in one room and while different interviewers join them.
 Sequential interviews involve a number of ‘first impression’
opportunities so be aware of how you present yourself each
time.
 At the end of the process, the interviewers meet to evaluate
each applicant and make their decision.

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