Being invited to an interview at one of the companies you applied to is a great success. It shows that the employer was impressed by your application! An interview then is your chance to convince the company also in person that you are the right candidate for the position you applied to. It is a great opportunity for your personality to shine and to stand out from the crowd by explaining why you’re the best person for the job. But almost as important, an interview also allows you to find out more about the role and to see whether the company is right for you. So use the opportunity to ask the questions you would like to have answered!

In any type of job interview a positive attitude is essential – the interviewer wants to see that you are genuinely interested in the company and to understand the individual qualities you can bring to the role. Therefore, you must prepare as much as you can beforehand and plan what you want to get across to the interviewer. For this it is important to understand that there are various different types of job interviews. Below you will find a description of each type with first tips about how to approach each one:

An Expert's Opinion

Kathrin Mink Head of HR-Marketing Capgemini Consulting "What do we look for in interviews with graduates?In addition to the typical requirements such as analytical and quantitative skills, we also focus on the personality of the applicant. All Capgemini consultants have certain basic traits in common that differentiates them from employees of other consultancies: modesty, good manners, positive appearance and charisma."

A) Screening interview

A screening interview is likely to be conducted by the Human Resources (HR) department. It is often the role of a HR representative to check that:

1. You have been honest in your CV – they want to clarify everything you have written and find out a little more about your skills and experience

2. You’re enthusiastic about the job – they want to understand why you have applied and what qualities you can bring to the role

3. You are articulate – they need to see that you can communicate effectively. You should speak slowly and clearly, and think carefully before you answer each question

4. You fit well with the company – they want to see that you share the company’s vision and will adapt well to the new working environment.

A screening interview is often done as a telephone interview as this is a good way for employers to save both time and money. Due to the fact that a telephone conversation does not allow you to read the body language of the interviewer or engage in eye contact you must pay special attention to their tone of voice. With a telephone conversation you have to work extra hard at communicating your skills and experience and you must promote a positive image through your answers. It actually sounds better if you smile while talking because this affects the tone of your voice and makes a big difference.

During a phone interview you should have the following things with you: a copy of your CV, a sheet that gives answers to the questions you predicted, a calendar/diary so that you can see when you are available for an in-person interview, a notepad, pen, and calculator, and a small bottle of water as you will be doing a lot of talking! Make sure that you switch your mobile phone off and aren’t distracted by anything else in the room when having your interview.

B) Structured interview

This is the more traditional form of interview whereby employers ask each candidate a list of prepared questions, making it easy to compare them later on. With this type of interview, the employer is looking to identify whether or not you have the competencies (skills, abilities, and experience) required for the role and so to do this, the interviewer will ask a range of competency-based questions to ‘test’ you.

Look over the job advert and highlight the key competencies listed. Go through each one and think of examples of when and how you have used these in your career so far. Good examples are vital with this type of interview! If you are asked about teamwork it is very easy to fall into the trap of saying 'we did this' when the interviewer wants to know what your specific contribution was. So it’s best to begin your answers with the word 'I' to avoid falling into this trap, except for situations where you are describing a group effort with one person contributing more or differently.

It’s common for the interviewer to also ask you questions about occasions when things didn't go according to plan. They want to see how you have dealt with the difficult issues, what you learnt from the experience, and how you have avoided such problems since. So make sure you prepare some examples for these questions too!

C) Technical interview

A technical interview can often be a ‘hands-on’, practical interview that looks to see how you perform in the role you’re applying for. For example, a person applying for a sales position may be asked to take part in a ‘fake’ call so be prepared for this! If you are applying for a technical or specialist position, then you’re more than likely to be asked some technical questions. However, this interview is also assessing your personal skills so your answers should focus on how well you can work with others and the fact that you can communicate clearly. Thus, avoid too much technical jargon in your answers.

D) Case study interview

Case study interviews are a popular way to simulate a ‘typical’ working experience. Sometimes an organization will want to test your ability to assimilate written material and draw out the important points. You will be given information regarding a business case study, a limited amount of time to digest it, and then time to present your findings and solutions to interviewers. Case studies are particularly common in certain sectors such as management consultancy.

E) Stress interview

The stress interview does exactly what it says – it tests the candidate’s reaction to a stressful situation. This type of interview might involve testing the candidate’s behavior in a busy environment or asking questions about handling a busy work schedule or conflicts. This interview is deliberately designed to make you feel uncomfortable so don’t take it personally – this is the aim of the interview!

In extreme cases the interviewer may avoid eye contact with you, interrupt or even answer phone calls during the interview. This is all part of the test to see how you react to pressure. Remain calm at all times and think for a few moments before answering each question. The employer is trying to test you and it’s best to be professional and show them that you can deal with problematic situations maturely and calmly.

F) Behavioral interview

This kind of interview aims to assess how you would act in different situations in order to understand how you would perform in the job you’re applying for. During the interview the employer will ask hypothetical questions, which may be about a time in your past or about imagining yourself in a future situation.

With behavioral interviews the employer is more interested in your tone of voice and body language than the answers you give. So be positive and speak confidently! If the interviewer uses emotionally provocative questions try to avoid emotive responses – be professional at all times and think about the skills needed in the job you’re applying for and focus on those in your answers. Try to translate the interviewer’s negative questions into positive responses. It’s best not to go into details of a situation but emphasize the personal strengths and expertise you can bring to any challenge you’re faced with. Give honest answers and always back up your answer with an example.

G) Panel interview

This is an interview where you meet multiple members from the company at once. The panel interview is a way for the organization to see how the candidate communicates and interacts within a group and to assess their skill level. You will be asked questions from all panel members, possibly even the same question by different panel members, and it is often the case that one person will be a little more aggressive in their questioning to see how you cope under pressure. Don't panic if one member of the panel seems a little tougher than the others. Similarly, don’t become complacent if another seems very friendly – remain confident and professional and treat each panel member the same. You cannot build the same connection in this type of interview as you can in a one-to-one interview but you should approach this interview in the same way, with the same preparation and enthusiasm. Remember to respond to the person who asked the question, but make good eye contact with all panel members. When finishing your answer, focus on the interviewer who asked the question.

One advantage of the panel interview is that while one member of the group may think you lack confidence or come across as arrogant, another may disagree, so there is more room for negotiation about which candidates to call back. Another advantage is that the broad range of questions you will be asked during this kind of interview will allow you to talk about a range of skills and experience.

H) Group interview

A panel interview is often referred to as a group interview, but there is a second type of group interview where all applicants meet with company representatives in the same room. This often involves a presentation by the company perhaps followed by a question and answer (Q&A) session. This is a chance for employers to see how you interact with your peers but it’s also your chance to see if this is the type of company you’d like to work for.

Asking meaningful, thought-through questions will catch the attention of employers and they may deem you worthy of a one-to-one interview later on. Good questions will also allow you to stand out from the crowd and show your enthusiasm for the job.

At a group interview, company representatives will be looking at the following:

• Leadership qualities

• Stress management

• Communication with possible team mates

• How successfully the candidate uses knowledge in a discussion

Give your opinion but let the other candidates speak as this shows that you can interact well in a group situation. Avoid getting into one-to-one conversations as this excludes other people. If anyone becomes aggressive or makes personal remarks then ignore them and remain calm. It is always a good idea to have the final statement in a group task as this will make you more memorable to the employer.

I) Follow-up interview

A follow-up interview is a great indication that you impressed the recruiter and they want to invest more time in getting to know you. In preparing for this type of interview, make a list of things you want to still ask or clarify after leaving your first interview. Specifically, a follow-up or second interview can be used to discuss the following topics:

• Salary and benefits

• Employment guidelines

• Reimbursement of expenses

This is your last chance to ask questions and clear up any misunderstandings before starting work, so make sure you ask any questions you have!