6 Types of Job Interviews You Should Know About

Interview can come in MANY forms

By Contributing Authors

There are six different types of job interviews … and anyone can master all of them. Ford R. Myers, career coach, speaker and author of “Get The Job You Want, Even When No One’s Hiring,” highlights the six specific interview types to maximize your success.

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“Interviewing is best described as two-way storytelling. You need to provide the interviewer with accurate, relevant stories about your career achievements and job performance,” says Myers. “In turn, the interviewer needs to tell you the story of the company. Describe the position in question and explain specifically how they want you to fit into their picture. This will allow both parties to assess their level of interest in the other.”

The following are Myers’ six interview types

Interview Type 1 — Informational

No specific job under discussion. The purpose is learning about industry, company, and people skills required. A company cultural fit provides avenues of research and even more people for you to contact.

Interview Type 2 — Screening

This is the first serious step in the interviewing process. Consider this a “live ammo exercise.” Used as the first step to narrow the field of candidates who are being considered for employment. Screening may be done by an outside recruiter or in-house human resources representative. Usually done over the phone.

Interview Type 3 — Hiring Manager

An in-depth look at an applicant to confirm desired requirements and/or technical abilities, motivation and overall personal and cultural fit with the organization. Typically 60 to 90 minutes in length, conducted by the individual for whom you would be working.

Interview Type 4 — Approval

This interview is a series of sequential interviews. Sometimes formal and sometimes informal (such as over lunch), conducted by team members, peers, or colleagues. These individuals align with the departments with whom you would interact. Getting to this stage assumes that the hiring manager liked you and passed you along for the team’s approval. If everyone on the team gives you the “thumbs up,” you’ll have a good chance of getting a job offer.

Interview Type 5 — Group

A more formal and structured interview, conducted by a panel of three to five peers and the hiring manager (at the same time) to narrow the field of applicants. Sometimes, this involves behavioral interview methods like hands-on tasks. Or even an assignment to work on a real-time problem that the group is facing. A conference call, Skype or video-phone format may be used in long-distance situations.

Interview Type 6 — Offer

Hiring manager or human resources representative formally offers the job to their top choice. Their focus is now to provide you, their top candidate, with information. You need to make a decision and enter into a win-win negotiation process. This will result in the best possible deal for both you and the company that wants to hire you.

“In some cases, you’ll actually be taken through all of these interview steps before a hiring decision will be made – so be ready, and be patient,” says Myers. “Understanding how all these types of interviews work will help you stand out as the candidate of choice.”