TYPES OF INTERVIEW

1.)STRUCTURED INTERVIEW-Sometimes referred to as a patterned interview, the structured interview is very straightforward. The interviewer has a standard set of questions that are asked of all candidates. This makes it easier for the interviewer to evaluate and compare candidates fairly. The main purpose of a structured interview is to pinpoint job skills that are essential to the position.

2.) UNSTRUCTURED INTERVIEW-Interview without any set format but in which the interviewer may have some key questions formulated in advance. Unstructured interviews allow questions based on the interviewee's responses and proceeds like a friendly, non-threatening conversation. However, because each interviewee is asked a different series of questions, this style lack the reliability and precision of a structured interview. Also called non-directive interview.

3.)SCREENING INTERVIEW- In larger organisations, or where there are a significant number of candidates who meet the basic criteria, you may be invited for a screening interview. Generally, this will be a brief interview, perhaps 30 minutes or so, often conducted by the Human Resources department. The purpose of the interview is to narrow the pool of candidates for a second, more lengthy interview. HR personnel may or may not know much about the technicalities of the job, but they are interviewing you to see if your qualifications generally fit the job description. They are also seeing if, in general, you would fit in the organisation.

4.) ONE-ON-ONE INTERVIEW-Is the most familiar and common format in job interviewing. It's about two people setting down to have a conversation. In this case, the conversation has a particular purpose:to determine whether there is natural fit between the interviewer, the applicant and the job available.

5.) GROUP INTERVIEW- Involve getting together with other job candidates to meet with one or more interviewers. Usually it involves a number of interviews potential managers or supervisors, human resources, even future co-workers and group of candidates all together in one room.

6.)INFORMATIONAL INTERVIEW-Is meeting in which a job seekers asks for advicerather than employment. The job seekers uses the interview to gather information on the field, find employment leads and expand their professional network.

7.) CASE INTERVIEW- Case interviews are designed to scrutinize the skills that are especially important in management consulting and related fields: quantitative skills, analytical skills, problem-solving ability, communications skills, creativity, flexibility, the ability to think quickly under pressure, listening skills, business acumen, keen insight, interpersonal skills, the ability to synthesize findings, professional demeanor, and powers of persuasion.

8.) Panel Interview- A panel of people is sometimes used at the first or primary interview. If you are told it will be a panel interview, ask for the names and titles of all members of the panel. It may be the policy of the company to use panels or perhaps the manager wants to include other people who have significant interaction with the open position. When asked a question, respond primarily to the person who asked the question, but make eye contact with the other panel members too. Panel interviews can be stressful for the candidate, but they are considered to reach fairer conclusions about an individual's suitability for the job. They become more common as you progress in your career.

9.)Video conference-On rare occasions companies have been known to arrange a video conference interview, especially if a candidate lives a great distance from the company, or a panel interview needs to be conducted and the panel members are in different locations. If you were asked to do this, you would be instructed to go to a branch office of the organisation or some conference centre that has the technology to arrange a video conference. Dress as for a conventional interview. The preparation for the interview is the same, but the interview itself will have additional challenges of understanding and getting comfortable with the set-up, dealing with visual or auditory delays etc. Address answers to the camera, not to the display screen or any technician who may be in the room. Try to see it as a challenge if you are invited for this kind of interview!

ALTERNATIVE INTERVIEWS

1.) LUNCH INTERVIEW -A lunch interview is simply an interview held over lunch. It takes a different approach and different preparation. The interview will probably be slightly longer than normal.

2.)Stress interview -the interviewer uses a succession of interviews whose mission is to intimidate the candidate and keep him off-balance.