What Type of Interview Can You Expect?

The more usual interview types are:

Initial interview: When a company has a large number of applicants a short-list will be invited to an informal interview of up to 30 minutes. A further short-list will then be chosen for a more in-depth meeting.

Telephone interview: Some companies use these to decide which applicants to invite for a formal interview, or to quickly assess interpersonal skills and background.

Formal interview: This is the most common type and will be structured so that each applicant is evaluated against the same criteria.

Group interview: A group meeting where the company can present the business and highlight the benefits of working for it. You should be able to ask questions and may have an opportunity for one to one discussion, but bear in mind that you will be assessed during this process. This type of interview is followed by a more formal one at a later date.

Panel or board interview: Some organisations will interview with a panel or board of people present. Don’t be intimidated – answer each question directly to the person who posed it.

Assessment centre: Larger companies use these and they normally consist of a presentation by the company and then a series of exercises for the applicants, such as prepared and unprepared presentations, group tests, role plays, informal or formal interviews and psychometric tests.

Your interview checklist: Check the format of the interview and find out who'll be interviewing you Plan how you are going to get to the company and allow plenty of time, check traffic/transport reports to avoid any delays. Prepare your answers to some standard interview questions as well as a few ‘difficult’ ones! Some common ones include: What are your weaknesses? What would your colleagues say are your weaknesses? Describe a situation when your work was criticised? Research the organisation and have some questions prepared beforehand for your interviewer. Remember to switch off your mobile phone before your interview. Take a copy of your CV with you – you may wish to refer to it during the interview. When answering questions, relate parts of the job description to relevant experience on your CV. Ask when you can expect to hear back.

Tests
You may be asked to undertake an aptitude and/or psychometric test as part of the interview process. These are often used by organisations to gain a better understanding of what candidates can do and how they might fit into their company and its culture. They can also help you to identify and develop your own skills to match the demands of the jobs you are applying for. The results of these tests are never taken in isolation. They are just one part of the recruitment process.

After the Interview

If you're unsuccessful, use it as an opportunity to improve. Seek feedback from the interviewer, you're entitled to it, if you were skills or competency tested, ask for the results. This shows initiative and keenness on your part, as well as boosting your future interview success chances; the interviewer may consider you for future vacancies at the company.

All that remains to be said is good luck with your job search!