Interviews

There are many different formats in which an interview may take. You maybe interview one to one are by a panel of interviews. This may take place in a number of different locations including the employer’s premises, a hotel or remotely.

One-to-one

This is the most common format; basically it is the interviewer and you.

Round robin

Interview panels are particularly common and the number of interviews will differ. They are usually quite structured with each interviewer being assigned roles and specific questions to ask.

• You can’t talk to all of them at once. Concentrate on giving your answer to the person who asked you the question but it is important to look at the other interviews to ensure they are fully engaged.

Screening Interview

Typically this is the first step a company takes after the CVs have been scrutinised. The purpose of this meeting is to assess the skills and personality traits of potential candidates. The objective ultimately is to “screen out” those applicants the interviewer feels should not be hired due to lack of skills or unfavourable first impressions. The interviewer must also “screen in” those candidates that show promise and could make a valuable contribution to the company. Interviewers will work from an outline of points they want to cover, looking for inconsistencies in your CV and challenge your suitability for the role. You need to convince the interviewer that you should be progressed to the next stage. One type of screening interview is the telephone interview.

Remote

A number of companies now use telephone interviews to assist them in recruitment.

Call this number…….

If you see an advert which advises you to call a number for an application pack/informal discussion etc. there may be a number of different responses when calling, this may range from leaving your details on an answering machine, having your qualifications and experience checked, to a fairly in-depth discussion about the role and your suitability for it.

One-to-one telephone interview

Some companies use one-to-one telephone interviews as a screening device after you have made an application. Some have this permanently built into the recruitment programme others will use it if for example a manager in a remote location needs to be involved in the selection process or telephone skills are an important part of the job role. Some companies will take you by surprise, others arrange with you a time that is convenient. If you receive an ‘out of the blue’ telephone interview don’t panic treat it like any other interview and ask for clarification if there is anything you are unsure about. Many telephone interviews are relevantly short

Telephone conferencing

This is a more sophisticated version of a one-to-one interview allowing more people to take part.

• Keep handy a copy of your CV/application form, any notes you have prepared, details of the company or the job advert
• Avoid distractions, background noise can be irritating for both you and the interviewer.
• Sit comfortably preferably at a desk or table and keep a pan and notepad handy.

Video conferencing

If the interviewer is based in a remote location from the candidate, or a number of senior managers are in various locations who need to be involved in the selection process video conferencing maybe used.

Online

Internet video chat may also be used if people in several locations need to be part of the selection process.

• Relax, breathe deeply and proceed
• Speak with enthusiasm and energy
• Let the interviewer guide the interview
• Do not eat, drink, smoke or chew during the interview

Competency Based Interview

Competency based interviews are designed to predict future behaviours based upon past behaviours and experiences. It’s best to prepare for these types of questions by demonstrating how your past experiences have allowed you to develop specific skills and how these skills will benefit the prospective employer. Every job will have a set of key competencies, some of which are essential and others desired, but all are required to perform the job properly. Competencies vary from employer to employer, but most employers usually have a mix of job specific competencies and general competencies.

Group Interview

A group interview is usually designed to uncover the leadership potential of prospective employees. You may be gathered with other front-runner candidates (external and internal) in an informal, discussion-type interview. A subject is introduced (often a scenario that requires a problem to be solved) and the interviewer/s will start off the discussion. Once the discussion is underway, the interviewer/s will withdraw from conversation. The objective of the group interview is to observe how you interact with others and how you use your knowledge, reasoning powers, persuasive and communication skills to win others over.

Role-play Interview

Role-play interviews are usually integrated into any of the above interview styles. The interviewer will ask you to assume a fictitious role in a hypothetical business situation, which will clearly be explained to you. You will be given a specific task to accomplish during the role-play, whilst the interviewer assumes the role of a customer, supplier, employee, manager or business associate. Often several interviewers or even actors may be involved in the scenario and each will be pre-prepared to respond in accordance to your particular approach. These types of exercises are usually designed to measure your communication, influencing, sales, negotiation and interpersonal skills.

Presentation Interview

Presentation interviews are also usually integrated into any of the above interview styles. They tend to be reserved for either second or third stage interview, but can also be used as an effective screening mechanism at first interview stage. You will be provided with details of the presentation topic and any supporting information as required, in advance of your interview. You will also be given an indication of how long the presentation should last. It has been known, however, for interviewers to surprise you on the day of the interview by asking you to deliver a short presentation on a subject you are already familiar with. These types of exercises are usually designed to measure your talent for effective organisation, your communication and persuasive skills, and your ability to collate and analyse information. Remember to stick to your time limit, deliver any key messages confidently, maintain eye contact with the audience and be visually expressive.