While you won’t get to choose what type of interview a prospective employer uses, having an understanding of the different types and their purposes will help you prepare for anything.

INFORMATIONAL INTERVIEW

• Used for the purpose of gaining advice and information rather than employment
• Will not lead directly to additional interview or offer
• Initiated by candidate to learn about an industry, company or field

SCREENING INTERVIEW

• Used early in the selection process to determine whether or not a candidate meets the minimum requirements and has the qualifications necessary for the open position
• Will not go into great detail about expectations or personality
• Often conducted by a human resources representative or recruiter

TRADITIONAL INTERVIEW

• Assesses personality, judgment, reasoning and communication skills
• Will not delve into situational questions

BEHAVIORAL / SITUATIONAL INTERVIEW

• Consists of situational questions for predictive purposes. Based on the premise that past behavior is the best predictor of future performance. Interviewer will often ask a series of probing questions to investigate beyond the initial response.
• Will not follow the traditional question and answer track.

PANEL, PEER, BOARD OR TEAM INTERVIEW

• Conducted by a group of interviewers to help determine cultural fit, ease scheduling for the hiring company and clarify experience, qualifications and/or knowledge of the candidate.
• Will not typically be the first interview

STRUCTURED INTERVIEW

• Consists of a series of structured questions with documented responses for the purpose of comparing candidates by qualification only
• Will not deviate from prepared questions.

PHONE OR VIDEO INTERVIEW

• Any interview conducted over the phone or using interactive video. Used to save time and/or travel expenses.
• Will not necessarily be limited to screening questions.