Interviewing Styles: Tips for Interview Approaches

Interviewing is often just as stressfulfor the interviewer as it is for the job seeker. Knowing the different types of interviews, and why and when they aresuccessful, can help make your interviewsmore comfortable for both parties. Organizations frequently try to come up with their own style for interviews. They have a perceptionabout what interviewing can accomplish. Because of this practice, people who are looking for a job find the inconsistency in interviews, from organization to organization,hard and extremely stressful.
Screening Interviews
Interviews divide into two categories: the screening interview and the hiring or selection interview. Screening interviews are used to qualify a candidate before he or she meets with a hiring authority for possible selection. The hiring or selection interview can take on many different forms. Screening interviews are the normal process for companies to weed out candidates for a single job opportunity. These interviews are usually quick, efficient and low cost strategies that result in a short list of qualified candidates. These interviews save time and money by eliminating unqualified candidates. If invited to a face to face screening interview, it will usually be with a third party recruiter or someone from the Human Resources department. These are considered the gatekeepers for a company. They are typically experienced and professional interviewers who are skilled at interviewing and screening candidates. These interviewersshould be effective at judging character, intelligence, and if the candidate is a good fit for the company culture. They also should be good at identifying potential red flags or problem areas in the candidate's work background and general qualifications. Some examples of screening interviews include the telephone interview, the computer interview, the videoconference interview and the structured interview.
The telephone interview
Telephonic inerview is the most common way to perform an initial screening interview. This helps the interviewer and the candidate get a general sense if they are mutually interested in pursuinga discussionbeyond the first interview. This type of interviewing also saves time and money. They may be tape recorded for the review of other interviewers. The goal, for the candidate during the phone interview,is to arrange a face to face meeting.
Computer Interviews
The computer interview involves answering a series of multiple-choice questions for a potential job interview or simply for the submission of a resume. Some of these interviews are done through the telephone or by accessing a web site. One type is done with pushing the appropriate buttons on the telephone for the answer you are submitting. Wal-Mart uses this method for screening cashiers, stockers, and customer service representatives.
Another type of computer interviewis provided by accessing a website while using a computer keyboard and a mouse. Lowes Home Improvement uses this type of screening. Some of the questions on both of these types of interviews are related to ethics. As an example,"If you see a fellow co-worker take a candy bar and eat it, do you a. Confront co-worker, b. Tell the supervisor, c. Do nothing."
Video Interviews
Videophone and Video Conferencing interviews provide the transfer of audio and video between remote sites. More than half of the largest U.S. companies already utilize videoconferencing. It is a convenient communication method and an alternative to the more costly face-to-face meetings. Anyone, anywhere in the world can perform videoconferencing with the use of a microphone, camera and compatible software. Videoconferencing is available on the Internet. Its continual drop in cost is making it a popular resource for businesses as well as for home use. In contrast to screening interviews, you can use the more traditional hiring or selection interviews. These hiring interviews are two-way streets where the candidate will also interview the employer for job suitability. Most of these interviews take place in an office setting in one of several formats such as:
One-on-One Interviews
This is the traditional interview in which candidates meet with employers in person,one-on-one. Each candidate is given a somewhat unique interview. It can be loosely structured. Both the candidate and employer usually walk away from this interview with a sense of whether or not the fit is right.
Serial interviews
Serial interviewsoccur when candidates are passed from one interviewer to another interviewer throughout the course of a day. No decision is made until the final interview has taken place and all the interviewers have had a chance to discuss each other's interview. As a candidate, you have only one chance to make the right first impression. A candidate should be energized and ready for the next interview. The serial interviewis used, as an example,when John Carter interviewed for a Manufacturing Manager's position. Heparticipated inseveral interviews throughout the day, attended social events in the evening, and started the process over the next day. At times, this process can take a full weekend or several days.
Sequential Interviews
In sequential interviews, the candidate meets with one or more interviewers on a one-on-one basis. This is done over the course of several days, weeks or even months. Each interview is supposed to move a candidate progressively towards learning more details about the position, the company, and hopefully, an offer. An example of this type of interviewing occurred when I interviewed for the Business Manager's position at Northeastern State University. I went toeight different interviews over a period ofthree months.
Panel Interviews
In a panel interview, thecandidate appears before a committee or panel of interviewers. This type of interview is usually done for time and scheduling efficiency to accommodate the panel. Candidates are evaluated on interpersonal skills, qualifications, and their ability to think on their feet. This type of interview can be intimidating for a candidate. The candidate
sometimes feels that they have no control over the panel. In a panel interview, the candidate should focus on one or two key members and control their reaction. However, it is very important to make eye contact and communicate individually with each member of the group or panel. An example of a situationin whicha panelinterviewwas usedwas Tulsa Community College's job opening for a Provost; many universities and other public institutions use panel interviews.
Group Interviews
In a group interview, a company interviews a group of candidates for the same positionall at the same time. This type of interview gives the company a sense of a candidate's leadership potential and style. The interviewer wants to view what tools of persuasion the candidate uses. Does the candidate use argumentation and careful reasoning or does the candidate divide and conquer. An interviewer may call on the candidate to discuss an issue with the other candidates, solve a problem collectively, or discuss the candidate's qualifications in front of other candidates. This type of interview can be overwhelming for a candidate. The candidate needs tounderstand the dynamics the interviewer establishes and determine the
rules of the game. He needs to avoid overt power conflicts, as they make the candidate look uncooperative and immature. The interviewee needs to treat other candidates with respect while exerting influence over them. Simultaneously, he needs to keep hiseyes on the interviewer so thathe does not miss important cues. Additional selection interviews are even more stressful for the candidates.
Situation or Performance Interview
In situation or performance interviews, candidates may be asked to role play one of the job functions. This is done to assess specific skills. Candidates can be given a specific, hypothetical situation or problem. They areasked how they would handle it or to describe a potential solution. This can prove to be difficult if the interviewer does not provide enough information in order for the candidate to recommend a solution or a course of action. This type of interview is used to select candidates for a job opening for Customer Service Representative in a department or discount store.
Audition Interview
Audition interviews workwell for positions in whichcompanies want to see a candidate in action before they make a hiring decision. Interviewers may take the candidate through a simulation or brief exercise in order to evaluate the candidate's skills. This allows a candidate to demonstrate his/her abilities in interactive ways that are familiar to the candidate. The simulations and exercises should give a candidate a simplified sense of what the applied for position requires. This type of interview works wellfor job openings for computer programmers, trainers, welders, and mechanics.
Stress Interview
A stress interview is generally intended to put the candidate under stress and assess their reactions under pressure or in difficult situations. A candidate may be held in the waiting room for an hour before the interviewer greets her.The candidatemay face long silences or cold stares. The interviewer may openly challengethe interviewee'sbeliefs or judgement. They may ask the candidateto perform an impossible task on the fly, such as, convincing the interviewer to exchange shoes with the candidate. Insults, rudeness and miscommunication are very common. All of this is supposed to be designed to see whether or not the candidate has what it takes to withstand the company culture, the company's clients or any other possible stress. I haveexperienced a stressinterview. I did not care for this type of interview at all. I am usually calm and self confident in most types of interviews. I did try to turn this interview around to my benefit. But finally, I asked the interviewer if this is representative of how they conduct their company business. Needless to say, the interviewer did not like that question. I can not fathom why anyone would want to work for a company that puts you through the hoops like this.

Behavioral Interview
Many companies are increasingly using the behavioral interview. They use a candidate's previous behavior to indicate their future performance. Depending on the responsibilities of the position and the working conditions, a candidate may be asked to describe a situation that required problem solving skills, adaptability, leadership, conflict resolution, multi-tasking, initiative or stress management. The interviewer wants to know how the candidate handled these types of situations. There are several types of behavioral interviews.

• Structured interview
  
  with layered questions: skilled interviewers commonly use this. They ask a series of behavioral questions and non-behavioral questions. The questions often overlap and are designed to gather information about each of the major employer concerns.