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Types of Interviews.
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One to One Structured Interviews : The interviewer has a fixed set of questions to ask to determine the level of your skills in key areas important to the role.
Panel Interviews : Structured interview with more than one person (usually 3 people), where the questions being asked are spread between the group, with an expert in an area asking the relevant questions.
One to One Unstructured Interviews : An informal chat where the interviewer simples about a range of issues and subjects. It is more like a free flowing conversation.
Group Interviews : An employer interviews a number of candidates at once. It often involves breaking the candidates into small groups and giving them a problem to solve.
Telephone Interviews : Used in an initial screening process and involves brief and containing questions based on the selection criteria, it is often used as a pre-cursor to a face-to-face interview or as a screening by recruitment agencies. It is also used as a substitute for a panel or one to one interview if either panel members or interviewees cannot attend the interview.
Performance or Situational Interviews : Used if an organisation/company wants to test your performance on aspects of work which are important to the job but which are difficult to assess in other ways. eg. meeting performance, sales performance, role plays for client service etc.
Presentations : Preparation and delivery of a presentation during interview, usually to a panel or small group for about 5 - 15 mins.
Types of Interviews.
1. | Preparation and delivery of a presentation during interview, usually to a panel or small group for about 5 - 15 mins. | A. | Performance or Situational Interviews |
2. | The interviewer has a fixed set of questions to ask to determine the level of your skills in key areas important to the role. | B. | One to One Structured Interviews |
3. | An informal chat where the interviewer simples about a range of issues and subjects. It is more like a free flowing conversation. | C. | One to One Unstructured Interviews |
4. | An employer interviews a number of candidates at once. It often involves breaking the candidates into small groups and giving them a problem to solve. | D. | Group Interviews |
5. | Structured interview with more than one person (usually 3 people), where the questions being asked are spread between the group, with an expert in an area asking the relevant questions. | E. | Presentations |
6. | Used if an organisation/company wants to test your performance on aspects of work which are important to the job but which are difficult to assess in other ways. eg. meeting performance, sales performance, role plays for client service etc. | F. | Telephone Interviews |
7. | Used in an initial screening process and involves brief and containing questions based on the selection criteria, it is often used as a pre-cursor to a face-to-face interview or as a screening by recruitment agencies. It is also used as a substitute for a panel or one to one interview if either panel members or interviewees cannot attend the interview. | G. | Panel Interviews |
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PuzzleFast.com, Noncommercial Use Only
Types of Interviews.
1. | Preparation and delivery of a presentation during interview, usually to a panel or small group for about 5 - 15 mins. → E |
2. | The interviewer has a fixed set of questions to ask to determine the level of your skills in key areas important to the role. → B |
3. | An informal chat where the interviewer simples about a range of issues and subjects. It is more like a free flowing conversation. → C |
4. | An employer interviews a number of candidates at once. It often involves breaking the candidates into small groups and giving them a problem to solve. → D |
5. | Structured interview with more than one person (usually 3 people), where the questions being asked are spread between the group, with an expert in an area asking the relevant questions. → G |
6. | Used if an organisation/company wants to test your performance on aspects of work which are important to the job but which are difficult to assess in other ways. eg. meeting performance, sales performance, role plays for client service etc. → A |
7. | Used in an initial screening process and involves brief and containing questions based on the selection criteria, it is often used as a pre-cursor to a face-to-face interview or as a screening by recruitment agencies. It is also used as a substitute for a panel or one to one interview if either panel members or interviewees cannot attend the interview. → F |
© 2013
PuzzleFast.com, Noncommercial Use Only