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Interview Types
Employment interviews can take a number of forms. A range of
interview types are described below. Besides these types of
interviews, interviewing can also be conducted in stages.
One to One Structured Interviews
This is probably the most widely used form of interviewing in
graduate selection. In this type of interview, the interviewer
will have a fixed set of questions that he/she will ask each
candidate, with the aim of finding out the level of your skills
in key areas pertinent to the role to which you have applied.
Panel Interviews
Similar to a one to one (structured) interview but with
more people. In this interview you are likely to be asked
similar questions to the one to one (structured) but the
questions are likely to be spread between the group,
with the person most competent in a particular area, asking
you the relevant questions. The important thing to remember
here is to give your answer to the person that asked the
question but during this process make brief eye contact
with the other panel members to ensure that they feel
included.
One to One Unstructured Interviews
This type of interview is merely an informal chat where the
interviewer will simply talk to you about a range of issues
and subjects. It is more like a free flowing conversation and
as such, not very effective in determining the suitability
of a candidate. Consequently, it is rarely used in graduate
selection.
Group Interviews
This rarely used form of interview is where an employer
interviews a number of candidates at once. It often involves
breaking the candidates into small groups and giving them
a problem to solve. This type of interview is often used
when an employer is trying to determine how well you interact
with others in a group environment. Remember that in this
kind of situation it is important that the group achieve its
assigned goal and that to stand out one does not always have
to be the leader of the group. Observers will assess things
such as your: contribution to discussion, expression,
reaction to others' and contribution towards reaching the
group goal. To perform successfully you should: consider
your position before contributing; listen to and support
others'; show courtesy and tact; remain composed;
and keep a focus on the goal and on time limits.
Campus Interviews
Most selection procedures for new graduates involve an initial
screening stage and a second interview stage. The first
screening interview is conducted on campus. Campus interviews
are approximately 45 minutes long and are usually conducted by
one interviewer. Questions are usually based around key
selection criteria. The interviewer also provides information
about the organisation, its operations and goals, and
opportunities available for graduates. They will also provide
information on graduate training programs being offered.
If you are offered a campus interview, the employer is
seriously interested in potentially hiring you. They will
use the interview to further assess your skills, qualifications,
personal qualities, and desire to work for their company.
You should prepare for this interview as you would prepare for
non campus interviews. Issues which may be covered
include: your skills and abilities, employment experience,
your involvement in extra curricular activities, your personal
circumstances and requirements.
Performance or Situational Interviews
A company might want to test your performance on aspects of work
which are important to the job but which are difficult to assess
in other ways. Examples of such tests include: meeting performance,
sales performance, role plays for client service, and logistic
and management exercises. Job imitation tests may also be used to
evaluate skills directly related to a position. Fort example,
you could be given tests for proofreading and spelling, computing
tasks, shorthand, driving, and mathematical or statistical ability.
You might even be invited to lunch, dinner or a social occasion
so that the employer can evaluate your personal and professional
behaviour.
Presentations
Interviewers will often ask graduates to prepare and deliver a
presentation during interview, usually to a panel or small
group. A topic may be set or you may be given the opportunity
to choose your own. Most presentations are between 5 and 15
minutes and they will often require the use of visual aids
such as overheads or PowerPoint presentations.
Telephone Interviews
There are generally 3 instances where you may encounter a
telephone interview.
The first is when a company uses it as an initial screening
method. This telephone interview is usually a brief and
containing questions based on the selection criteria, it is
often used as a pre-cursor to a face-to-face interview.
The second instance is as a substitute for a panel or one to
one interview, and may be necessary due to difficulties in
either panel members or interviewees attending the interview.
If possible, avoid these interviews, as face-to-face
communication is very important to the employer.
The third instance where you are likely to encounter telephone
interviews occurs when you are speaking with employees, recruiters,
supervisors or other company employees about the position. Be
prepared, as applicants are often surprised when a simple
telephone enquiry to the company suddenly turns into an impromptu
screening interview.
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