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:
or Information Gathering
used for a screening interview.
detailed questions, often from an outline, to gather facts
about the applicant.
follows candidate's resume/application; fairly structured.
may seem more informal and encourages discussion.
is trying to see the "whole picture" or form an
are broad and general (not set) and often allow applicant
to set directions, but may not end up covering all of your
portions of interview test reactions of applicants.
may put you on the defensive by challenging or criticizing
opinions or being silent.
ask you to come up with an "idea" or "solution" in short amount of time.
longer frequently used.
Hypothetical Questions or Past Situations
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.
past behaviors (such as in behavioral interviewing "tell
me about a situation in which you
on drawing conclusions from past behaviors and using them
as indicators of future behavior.