A Background of Interviewing Styles and Formats

 
I decided to do some extra research to get myself a background of knowledge for the different styles and formats of interviews. Although these will not apply to my documentary it gave me an idea as to how to present yourself and how to professionally behave in an interview. Furthermore I now have a wide variety of knowledge regarding different interview styles therefore if I decide to include one of these in a future documentary I will know what I will need to replicate.

Interviewing Definitions

Screening Interviews: Screening interviews are used to qualify a candidate before he or she meets with a hiring manager for possible selection, it will usually be with a third party recruiter or someone from the Human Resources department.

Telephone Interviews: This helps the interviewer and the candidate gets a general sense if they are mutually interested in continuing a discussion beyond the first interview. Saves money and is quick.

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 are done through the telephone or on a website.

Video Interviews: The transfer of videos and audio across sites. It is a convenient communication method and an alternative to the more costly face-to-face meetings.

One on One Interviews: A traditional interview where candidates meet with the employer one on one.

Serial Interview: Candidates are passed from one interview to another over the course of the day. Must be ready for the next interview.

Sequential Interview: 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.

Panel Interview: The candidate comes in front of a panel of people, this type of interview is usually done for time and scheduling efficiency to accommodate the panel.

Group Interviews: In a group interview, a company interviews a group of candidates for the same position all at the same time. This type of interview gives the company a sense of a candidate's leadership potential and style.

Audition Interview: Audition interviews work well for positions in which companies 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.

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 candidate may face long silences or cold stares.

Informational Interview: Job seekers secure informational meetings in order to seek the advice of someone in their current or desired field. They also want to gain further references to other people who can advise them.

Tag-Team Interview: The tag-team interview is often attractive to companies that rely heavily on team cooperation. A candidate may be expecting to meet one-on-one with an interviewer, but instead they find themselves in a room with several other people.