Each interview may be as different as the interviewer conducting it. The actual content of the interview will depend on the style and priorities of the interviewer. Some interviewers may be representatives from the human resources or personnel department and therefore will often have had professional training in conducting interviews. Other interviewers may be from the department where the position opening is, interviewing is not typically one of their day-to-day responsibilities and they may have no formal training in interviewing. Some typical styles of interviewing may include:

Directed or Information Gathering

• Often used for a screening interview.
• Uses detailed questions, often from an outline, to gather facts about the applicant.
• Typically follows candidate's resume/application; fairly structured.

Non-directive (loosely structured)

• Interviewer may seem more informal and encourages discussion.
• Interviewer is trying to see the "whole picture" or form an overall impression.
• Questions are broad and general (not set) and often allow applicant to set directions, but may not end up covering all of your background.

Creating Stress

• Stressful portions of interview test reactions of applicants.
• Interviewer may put you on the defensive by challenging or criticizing opinions or being silent.
• May ask you to come up with an "idea" or "solution" in short amount of time.
• No longer frequently used.

Asking Hypothetical Questions or Past Situations

• Hypothetical questions ("what would you do if" or "how would you") are used to evaluate probable performance. May miss total picture of candidate if solely used.
• Assessing past behaviors (such as in behavioral interviewing "tell me about a situation in which you…") concentrates on drawing conclusions from past behaviors and using them as indicators of future behavior.