Here are some common interview formats and everything you need to know about them.

Screening/Telephone Interview

Most companies start their series of interviews with over-the-phone interviews. Usually, a call is a cost-effective method in first-round screenings. A phone interview can take from 10 to 30 minutes depending on the job role. Employers use these types of interviews to decide if you are a good fit for the next rounds of interviews. Usually, a talent acquisition manager or an HR personnel of the company conducts these interviews. At this level, interviewers will ask basic questions related to your qualifications, years of experience, etc. Therefore, having your resume prepared according to the job description can make it easier to answer those questions.

Individual interview

This can be either an in-person interview or a virtual interview. This is one of the most common interviews. You will be asked a series of questions by one interviewer. There can be different styles of questions related to your profession. This can range from 30 to 90 minutes. Regardless of whether it is a virtual or an in-person interview, preparation is key. Your body language and behavior play important roles in interviews.

Panel Interview

A panel interview is one in which a candidate faces a group of interviewers that may ask different questions using different approaches. Following the interview, this panel discusses and evaluates the candidate and makes its decision together. Sitting in front of a panel may seem daunting, but it is a great opportunity to present your skills if you prepare well. And having a panel can avoid bias and discrimination.

In-person Interview

When a candidate goes through several rounds of interviews, there could be an in-person interview next. At this interview, the candidate is invited to the office or the workplace. Usually, this is a longer interview that happens throughout the day. You will meet different people from the HR section to managers, senior officers, and sometimes even the head of the department.

Testing/Task-Oriented Interview

These types of interviews are used to measure specific skills related to the role. It allows candidates to demonstrate their creative, analytical, and problem-solving skills, and the process and the way you handle a task. Usually, it is a test to evaluate technical skills related to the specific role. Sometimes these tests are done in front of the interviewer or panel of interviewers, and some companies give you assessments to prepare for on your own time and evaluate your performance in a separate interview with a presentation and a Q&A session.

Stress Interview

Some companies use stress interviews to understand how a candidate handles and reacts to a stressful situation. Stress interviews can also be used to assess a candidate’s weaknesses and strengths.

Lunch Interviews

Some companies take their candidates out for lunch and evaluate their social skills through friendly discussion. But at these types of interviews, the interviewer is still evaluating whether you are a good fit for the company or not. Candidates mostly face these types of interviews in the final rounds of the whole process.

Regardless of whether you are an employer or a candidate, it is important to understand these types of interviews beforehand.

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