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Types of Interviews

Printable Version

Based on Purpose: Screening Interviews

Screening interviews are conducted by professional interviewers, recruiters, or personnel representatives seeking information regarding educational and experiential background using a highly structured question and answer format. This type of interview is used to quickly and efficiently eliminate unqualified or overpriced candidates.

Based on Purpose: Selection Interviews

Selection interviews are usually conducted by a professional practitioner who will be the candidate's supervisor. It is generally less formal and less structured than the screening interview. Questions tend to be open-ended with subsequent questions based upon candidate's responses to previous questions. This type of interview is used after some type of screening process.

Based on Format: One-On-One

One-on-one is the usual interview procedure. Screening and selection interviews usually include one interviewer and one candidate. At times, a second company representative may join in or candidate may have a series of interviews that involve several meetings with different people within the organization, one at a time.

Based on Format: Search Committee or Board Interviews

Search committe or board interviews consist of many interviewers and one candidate. This type of interview is often used by business and industry for selection of high level corporate officers and is typical of a selection committee search in higher education.

Based on Format: Group Interviews

Group interviews consist of many candidates and one or more interviewers. This type of interview is frequently used as a screening procedure by smaller companies and by graduate and professional schools as a tool to assess leadership skills and ability to work in groups.

Based on Style: Question and Answer or Directed Interviews

Question and answer or directed interviews are highly structured and used by recruiters and professional interviewers to seek facts and generally is the format for screening interviews.

Based on Style: Open-Ended or Non-Directive Interviews

Open-ended or non-directive interviews are generally informal and less structured. This is the usual format for selection interviews and are most often used by professional practitioners to assess candidate's skills, experience, and personality attributes.

Based on Style: Stress Interviews

Stress interviews are staged to determine how candidate will perform under stress. It may be typified by long periods of silence, challenges to candidate's opinions, or a series of interruptions.

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Successful Job Interviewing Goals of the Interview Preparation for the Interview Stages of the Interview Handling Difficult Questions	Ethical Issues Salary Negotiations and Responding to the Job Offer Additional Resources

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