1. | More than one interviewer asks fixed questions but the questions are spread between the group, with the interviewer who's the expert in a particular area (the chair of the panel) asking the most relevant questions. | A. | Panel Interviews | |
2. | The interviewer has fixed a set of questions to ask each candidate to find the level of your skills in key areas important role to the advertised role. | B. | Group Interviews | |
3. | The employer interviews a number of candidates at once. It often involves breaking the candidates into small groups and giving them a problem to solve. | C. | Telephone Interviews | |
4. | Can be used in 3 instances. 1) As an initial screening. It's usually brief and containing questions based on selection criteria and is a pre-cursor to face-to-face interview. 2) Used as a substitute for a panel or one to one interview, and may be necessary due to difficulties in either panel members or interviewees attending the interview. 3) When you are speaking with employees, recruiters, supervisors or other company employees about the position. | D. | Presentations | |
5. | Preparation and delivery of a presentation during interview, usually to a panel or small group. | E. | Performance or Situational Interviews | |
6. | A company might want to test your performance on aspects of work which are important to the job but which are difficult to assess eg meeting performance, sales performance, role plays for client service, and logistic and management exercises. | F. | One to One Structured Interviews | |
7. | An informal chat where the interviewer talks to you about a range of issues and subjects. It is more like a free flowing conversation. | G. | One to One Unstructured Interviews |
A | 1. | More than one interviewer asks fixed questions but the questions are spread between the group, with the interviewer who's the expert in a particular area (the chair of the panel) asking the most relevant questions. | A. | Panel Interviews |
F | 2. | The interviewer has fixed a set of questions to ask each candidate to find the level of your skills in key areas important role to the advertised role. | B. | Group Interviews |
B | 3. | The employer interviews a number of candidates at once. It often involves breaking the candidates into small groups and giving them a problem to solve. | C. | Telephone Interviews |
C | 4. | Can be used in 3 instances. 1) As an initial screening. It's usually brief and containing questions based on selection criteria and is a pre-cursor to face-to-face interview. 2) Used as a substitute for a panel or one to one interview, and may be necessary due to difficulties in either panel members or interviewees attending the interview. 3) When you are speaking with employees, recruiters, supervisors or other company employees about the position. | D. | Presentations |
D | 5. | Preparation and delivery of a presentation during interview, usually to a panel or small group. | E. | Performance or Situational Interviews |
E | 6. | A company might want to test your performance on aspects of work which are important to the job but which are difficult to assess eg meeting performance, sales performance, role plays for client service, and logistic and management exercises. | F. | One to One Structured Interviews |
G | 7. | An informal chat where the interviewer talks to you about a range of issues and subjects. It is more like a free flowing conversation. | G. | One to One Unstructured Interviews |