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There
are several interview formats an employer may use depending
upon his or her approach to interviewing. You should be familiar
with the different formats so that you can be prepared for
various interview situations.
Screening
Interview
- Used
primarily to determine if the candidate possesses the required
skills and qualifications and to verify the factual content
of his or her background.
- Usually
brief, typically 1/2 hour, and may be conducted on campus
or in a personnel office.
- The
interviewer, often a personnel or human resources representative,
may use an outline to ask specific questions of each candidate.
On-Site
Interview
- Conducted
at the organization, allowing you to see the physical surroundings.
- As
a serious candidate, this becomes a more in-depth interview.
- Interview
may last all day, giving you the opportunity to see what
the organization is like.
- You
may meet with different people who will have input into
the hiring decision.
Behavioral
Interview
- Interviewer's
goal is to obtain information about how you might behave
in given work situations based on past performance in similar
situations.
- Provides
interviewer with a close-up view of your skills, experience,
management style in particular situations, decision-making
skills, and how you deal with stressful situations.
Case
Interview
- Often
used by business employers, especially management consulting
firms but may also be used by law firms, counseling/social
work organizations, police departments and other organizations
looking to understand your thought processes.
- Candidate
is given a dilemma or situation he/she would encounter in
this type of job and is asked to respond.
Board/Panel
Interview
- Meeting
with several interviewers at once; less subjective.
- Try
to establish rapport with each member of the group to involve
everyone; establish eye contact with each member.
- If
possible call ahead of time and get the names of the interviewers.
- Used
extensively for graduate/professional school interviews
and for executive positions
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