Telephone/ Screening Interview
Sequential Interview
Some interviews are sequenced over a longer period,
such as half a day. These interviews are used as an
assessment tool. The first stage may begin with a
panel, followed by a tour. The interview sequence
may then conclude with another interview when you
may be asked questions that test your fit within the
organization. Further, you may be invited to more than
one interview. The first may be an overall screening,
followed by some form of assessment, then a post
assessment follow-up.
This interview is used by recruiters to screen prospective candidates. The interview may be short and may
seem more like a business conversation. However,
dont forget that the employer is using this information
to decide whether or not to grant a personal interview.
Some companies use these as the initial first interview.
They will phone you ahead of time to let you know what
time they will be calling to conduct the interview. The
advantage to this interview is that you can have your
resume in front of you, as well as a few notes. Just be
sure not to rustle papers around while speaking to the
recruiter.
Speak clearly.
At the end of the conversation, take the opportunity to inquire about the next step in the process.
Interview
Behavioural Interview
Technical Interview
In behavioural interviews, candidates are asked to
respond to questions that require examples of previous
activities undertaken and behaviours performed. They
may also ask hypothetical questions asking you to
imagine yourself in a future situation. To succeed at
this interview, be prepared to give accounts of how you
have dealt with difficulties on the job. Be prepared to
tell stories.
The purpose of this interview is to predict future performance based on past experience.
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A technical interview usually refers to a hands on interview. For example, an engineer might be expected to
do some analysis of an engineering problem; a market
researcher might be asked to analyze some data; or a
sales person might be expected to make a mock sales
call. This type of interview is designed to predict how
you would perform in the role.
Types
Stress Interview
The stress interview intentionally creates and promotes
discomfort. The interviewer may have an abrupt or brash
attitude. Alternately, the interviewer may stare, be silent,
and spend time taking notes. The purpose of this interview is to test the candidates ability to be assertive and
handle difficult situations.
Career Resource Centre
Student Life Centre
Room 1A105
(519) 748-5220 ext 2298
299 Doon Valley Dr.
Kitchener, ON
N2G 4M4
Phone: 519-748-5220 ext. 2298
Interviews
Interview Types
Interviews come in all shapes, sizes and flavours.
The best way to be prepared for an interview is to be
aware of all the different types that you could be exposed to. Some you will be aware of and some you
will not have heard of.
What You Need To Know About
Interviews
Since the interview is the last phase in the selection
process, employers use interviewing styles that assist
in revealing those attributes of the candidate that are
most essential for the job and most beneficial to the
organization. Interviews can be conducted one on
one, in a panel, or as a group. Interviews can be informal, formal, relaxed or stressful, directed or undirected.
The key to preparing for an interview is to find out
before the interview how the it will be conducted. You
can do this by asking the following questions when the
interview is being scheduled:
How many people will be
interviewing me?
Will I be the only person
interviewed at one time?
How can I best prepare for
this interview?
Becoming familiar with different types of interviews will
give you a chance to be better prepared.
Common Interview Types
Practice your interview techniques in a mock interview, available through Career Services (visit the Career Resource Centre, 1A105, Student Life Centre, or
call 519-748-5220 ext 2298 to request a mock interview).
Here are brief descriptions of the most common interview types.
Exploratory/ Information Interview
This type of interview is used as a
screening and fact-finding tool for you,
the candidate. It is an important,
though underrated way of networking
and learning about an occupation and
a company. This interview is used to
find out about a potential work place,
including its corporate culture, organizational structure and future growth.
In an information interview, you contact an appropriate
person and ask them a series of questions that show
your sincere interest, such as:
What are the skills required for a specific job?
Is there growth in the career field?
How could you describe a typical day on the job?
What do you like best about your job?
What do you like least about your job?
An information interview is conducted for the purpose of
gathering information about a job and a company. It is
not a job interview. However, if youre asked, be prepared to provide a resume that your interviewee can
keep on file for future reference. For more information
on information interviews, including tips and questions
check out www.canadiancareers.com/infointerview.html.
HINT: It may be helpful to make notes. This will help
you be well prepared for the directed/ structured interview style questions.
Undirected/ Unstructured Interview
The undirected interview is unstructured and allows candidates to discuss their qualifications openly. This interview gives candidates a measure of control over the interview, providing for an opportunity to concentrate on
strengths and to show leadership and organizational
abilities.
Panel/ Group Interview
A panel involves a number of interviewers, they can include the supervisor, manager, union representative,
human resources officer, employment equity officer and/
or employees from the department that is hiring.
Typically, members of the panel will ask one question
that represents their area of concern. To succeed in this
interview it is best to anticipate and prepare to questions
on a variety of issues related to the organization and to
the occupation. Thorough company and occupational
research will help you prepare for such interviews.
Directed / Structured Interview
The directed or structured interview involves the interviewer using an outline and asking specific questions
within a certain time frame. The interviewer works from
a checklist and takes notes. This type of interview may
seem impersonal as it primarily seeks to reveal facts.
The employer uses the interview to identify the competencies (skills, abilities and experience) required for the
role. They design the questions to test whether the candidate has these competencies. Be prepared for this
interview by:
Reviewing the job description
Identifying the types of skills, abilities and experience required for the role.
Thinking of examples in your career where you have
demonstrated these skills and abilities.
Dont let the thought of multiple interviewers stress
you out.
Focus on the person who asked the question, but
make good eye contact with all of them.
Dont be put off if one of them seems grumpy. But,
dont be lulled into a false sense of security if one of
them seems very friendly.
