Interview styles and formats

1.  Interviewstylesand formats
There are several interviewstylesandformats employersuse tofacilitate andextractcandidate
interview responsestoaidthe selectionprocess.Listedbelow are examplesof the differentinterview
scenariosyoumay experience.Use the informationasa guide tohelpyouprepare foryour interview
– butremember,thatsome interviewersprefertouse a combinationof severalinterview styles:
ScreeningInterview
Typicallythisisthe firststepa companytakesafter the CVshave beenscrutinised.The purposeof this
meetingistoassessthe skillsandpersonalitytraitsof potentialcandidates.The objective ultimatelyis
to “screenout” those applicantsthe interviewerfeelsshouldnotbe hireddue tolack of skills or
unfavourable firstimpressions.The interviewermustalso“screenin”those candidatesthatshow
promise andcouldmake a valuable contributiontothe company.Interviewerswill workfroman
outline of pointstheywanttocover,lookingforinconsistenciesinyourCV andchallenge your
suitabilityforthe role.Yourobjective duringthispreliminarymeetingistoconvince the interviewer
that youshouldbe progressedtothe nextstage.One type of screeninginterview isthe telephone
interview.
Telephone Interview
Telephone interviewsare merelyscreeninginterviewsmeanttoeliminate poorlyqualifiedcandidates.
Your objective istobe invitedforapersonal face-to-face interview.Toensure this,introduceyourself
clearly.Engage insome rapportbuildingsmall talk.Modulate yourvoice andspeakclearlyintothe
receiver.Yourvoice isthe onlytool youcan use to conveyyourenthusiasmforthe jobsomake sure
your voice revealsbothyourpersonalityandattitude positively.Have infrontof you your CV,job
description,interviewpreparationnotesandapenand paper.Eliminate anydistractionsandif you
needtoreferto yourinterviewpreparationnotes,dosodiscreetly.
The General Interview
Due to time constraintsmanycompanieshave duringthe hiringprocess,face toface screening
interviewscanbe impractical.Insuchsituations,employerstendtopreferthe general interview
formatwherebyyouwil be invitedtomeetwiththe hiringmanager,oftenaccompaniedby anHR
representative.The specificsof the position,the companyandindustrywill be discussed.YourCV will
be reviewedwithquestionsdesignedtoascertainyoursuitabilityforthe role andyourcultural fitwith
the business.Competencyquestionsmaybe used toassesshow yourpast experienceshave allowed
youto developspecificskillsandhowthese couldbenefitthe company.Oftenthe decisiontohire is
made afterthistype of interview,butthe employerislikelytocall youback for a furtherinterview
withseniormanagementbefore confirmingthisdecision.Theywill alsouse thissecondopportunity
to compare you withcandidatesthatbringa slightlydifferenttype orlevel of skilltoyou.
CompetencyBased Interview
Competencybasedinterviewsare designedtopredictfuture behavioursbaseduponpastbehaviours

2. and experiences.It’sbesttoprepare forthese typesof questionsbydemonstratinghow yourpast
experienceshave allowedyoutodevelopspecificskillsandhow these skillscouldsubsequently
benefitthe prospectiveemployer.Yourwhole interview maysometimesbe purelycompetency
based,butusually,suchquestionsare mixedwithotherinterview styles.Everyjobwill have asetof
keycompetencies,some of whichare essential andothersdesired,butall are requiredtoperformthe
jobproperly.Competenciesvaryfromemployertoemployer,butmostemployersusuallyhave amix
of jobspecificcompetenciesandgeneral competenciesthatare commonacross the business.If you
are to be interviewedinthisstyle,ensure yourconsultantprovidesyouwiththe competenciesthe
prospective employerismostinterestedin.Formore help,see ourin-depthguidetocompetency
basedinterviews.
Multiple One to One Interview
One to one interviewsare usuallyusedwhenithasbeenestablishedthatyoupossesthe rightsskills
profile necessaryforthe position.Theyare usuallyusedforsecondorthirdstage interviewswhereby
youwill be interviewedbyanumberof differentindividualsfromthe business.The ideaistogauge
whetheryouwill be agoodfitwiththe company,culture and values.Theyexplore how yourskills
complementthe restof the organisation.Yourgoal shouldbe toestablishrapportwitheach
interviewerandto demonstrate thatyourattributesare a goodfit.Such interviewsare oftenan
alternative tothe panel interview.
Panel Interview
Panel interviewsare a commonpractice.You will face several membersof the companywhohave a
vestedinterestinthe hiringdecision.Interviewersmayinclude,the Hiring(Line) Manager,
Departmental/Segment/Regional Head,HRManagerand related/dependentfunctionmanagers.
Panel interviewsare eitherwellstructuredwithacohesiveapproachinseekingtoidentifywhyyou
may be suitedtothe job,witheach interviewerassignedanarea in whichhe will assesyou.
Alternatively, theymaybe unstructuredandquite intense,aseachinterviewertakesitinturn to
pursue theirownline of questioning.Theyoftenassesshow yourespondtohypotheticalquestionsor
construct yourapproach to variousbusinessscenariosandhow youwouldapplyyourskills,
knowledge andexperience toa real life businesssituation.Remember,tomaintaineye contactwith
all membersof the panel whenrespondingtoquestions.
Group Interview
A groupinterview isusuallydesignedtouncoverthe leadershippotential of prospective employees.
You may be gatheredwithotherfront-runnercandidates(externalandinternal) inaninformal,
discussion-typeinterview.A subjectisintroduced(oftenascenariothatrequires aproblemtobe
solved) andthe interviewer/swill startoff the discussion.Once the discussionisunderway,the
interviewer/swillwithdrawfromconversationandfacilitatealeaderlessgroupsession.The objective
of the groupinterview istoobserve how youinteractwithothersandhow youuse yourknowledge,
reasoningpowers,persuasive andcommunicationskillstowinothersover.
Stress Interview

3. Stressinterviewsare designedtoexplore how youhandle yourselfinastressful situation,ascreated
by the interviewer.The interviewermaykeepyouwaitinginanattemptto raise youranxietylevel.
Duringthe interview,he maybe confrontational,sarcasticorargumentative.Youmayalsoexperience
attemptsto unnerve youbythe interviewerlapsingintosilence atsome pointduringthe questioning.
Such techniques,if used,are usuallyreservedforsecond/thirdinterviewsandoftenusedsparingly.
Role-playInterview
Role- playinterviewsare usuallyintegratedintoanyof the above interviewstyles.The interviewerwill
ask youto assume a fictitiousrole inahypothetical businesssituation,whichwill clearlybe explained
to you.You will be givenaspecifictasktoaccomplishduringthe role-play,whilstthe interviewer
assumesthe role of a customer,supplier,employee,managerorbusinessassociate.Oftenseveral
interviewersorevenactorsmay be involvedinthe scenarioandeachwill be pre-preparedtorespond
inaccordance to yourparticularapproach. These typesof exercisesare usuallydesignedto measure
your communication,influencing,sales,negotiationandinterpersonal skills.
PresentationInterview
Presentationinterviewsare alsousuallyintegratedintoanyof the above interview styles.Theytend
to be reservedforeithersecondorthirdstage interview,butcanalsobe usedas an effective
screeningmechanismatfirstinterview stage.Youwill be providedwithdetailsof the presentation
topicand any supportinginformationasrequired,inadvance of yourinterview.Youwill alsobe given
an indicationof howlongthe presentationshouldlast.Ithasbeenknown,however,forinterviewers
to surprise youonthe dayof the interviewbyaskingyoutodeliverashortpresentationonasubject
youare alreadyfamiliarwith.Thesetypesof exercisesare usuallydesignedtomeasure yourtalentfor
effectiveorganisation,yourcommunicationandpersuasiveskills,andyourabilitytocollate and
analyse information.Remembertostickto yourtime limit,deliveranykeymessagesconfidently,
maintaineye contactwiththe audience andbe visuallyexpressive.Where possible,prepareyour
presentationonsoftcopyslideware foraprofessional delivery.
Lunch Interview
The same rulesapplyinlunchinterviewsasinthose heldatthe office.The settingmay be more
casual,but itis a businesslunchandyouwill be carefullyscrutinised.Youmustdevelopcommon
groundand rapport withyourinterviewertoeradicate anyawkwardnessthe informalsettingmay
bring.Remembertoremainprofessional atall timesand once youhave settledintoyour
surroundings,treatitnodifferentlytoastandard formal interview.Limitoravoidalcohol intake and
remembertable etiquette.