The Job Interview Types

Job Interviews: Types and Common Questions

In the workforce, job interviews are conducted in order for an organization to select the right candidate for a job. Explore more about job interviews, including the four main types of interviews and the common questions asked.

What is a Job Interview

Definition

Organizations use job interviews to select candidates who possess the necessary knowledge, skills, and abilities to perform the job. They also assess whether there is a good cultural and value fit between the applicant and organization. This lesson will explore various interview types organizations use to ensure they choose the best candidate for the position.

Types of Interviews

The organization can use an initial interview to screen potential candidates for the position. During this interview, common questions may focus on the candidate's qualifications, such as education, experience, and specific skills, in order to reduce the pool of candidates.

Initial

Types of Interviews

Unstructured interviews are not standardized, as the interview process and questions vary from applicant to applicant. This type of interview does not provide a reasonable basis for comparing job applicants as each applicant is asked different questions and can be interviewed in varying ways. Topics discussed during these interviews might include education, skills, experience, work history, strengths and weaknesses, as well as short- and long-term career goals, and reasons for wanting the job or to work for the organization. It is generally not used.

Unstructured

Types of Interviews

Structured interviews are based on an analysis of the job and include standardized questions to ensure each applicant is asked the same questions related to the knowledge, skills, and abilities required for the position. This leads to objective and easy comparison between applicants. Its essence is similar to that of a job test wherein candidates can be scored using a scoring key. Structured interviews may take two primary forms: situational or behavior description interviews.

Structured

Types of Interviews

A situational interview presents hypothetical scenarios to candidates, using a technique called critical incident. This interview type seeks to evaluate how the candidate would react in a specific situation that they might encounter on the job. The interviewer scores the answers based on a range between excellent and poor, indicating how positively or negatively they view the response. Questions are based on specific incidents related to the job being applied for. For instance, a job candidate may be asked how they would handle discovering a fellow employee stealing.

Situational

Types of Interviews

In a behavior description interview, the interviewer evaluates past behaviors in previous or similar job-related situations to predict future performance. The questions are usually not based on knowledge, skills, and abilities required for the job, but cover broader areas such as interpersonal relations, conflict resolution styles, judgment, motivation, and commitment. The interviewer may probe about specific incidents, for instance, asking how you settled an argument with a co-worker in the past.

Behavioral Description Interview

Types of Interviews

A panel interview is a structured interview conducted by a group of interviewers. This type of interview reduces the risk of interviewer bias and improves accuracy since they can compare their recall of each candidate's answers. The panel approach also provides a multi-perspective evaluation.

Panel Interview

Match

Match the following

• Initial Interview

• Unstructured Interviews

• Structured Interviews

• Situational Interviews

• Panel Interview

Reduction of field candidates

Non-standardized interview process.

Standardized interviews with same questions

Based on hypothetical incidents related to job

Multiple interviewers involved

• Reduction of field candidates

• Non-standardized interview process.

• Standardized interviews with same questions

• Based on hypothetical incidents related to job

• Multiple interviewers involved

Drag and Drop

Which of the following is the primary purpose of a job interview?

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To determine if you are qualified for the job

To determine your personal preferences

To determine if you will work overtime

To determine your personal hobbies

Multiple Choice

What is the difference between unstructured and structured interviews?

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• Unstructured interviews are standardized, while structured interviews are not.

• Unstructured interviews use situational questions, while structured interviews use behavior description questions.

• Unstructured interviews have varying questions and processes, while structured interviews are standardized and based on an analysis of the job.

• Unstructured interviews ask general skill related questions, while structured interviews assess past behaviors.

Dropdown

A situational interview asks the candidate how they would react in which type of scenario?

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Select answer

Drag and Drop

What is a benefit of panel interviews compared to other interview types?

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They provide more perspectives for assessment.

They are inexpensive.

They are highly individualized.

Solo memory recall.

Dropdown

What type of interview seeks to evaluate how a candidate would perform in future job-related situations based on past behavior?

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Select answer