There are many different types of interview. Several of the most regular are detailed below:

Competency Based Interview

Competency based interviews (also known as behavioural interviews) are increasingly frequently used by employers. This type of interview is based on the notion that a job candidate’s previous behaviours are the best indicators of potential future performance. In competency based interviews, the interviewer asks candidates to recall specific instances where they were faced with a set of circumstances, and how they reacted.

Typical competency based questions include::

• “Tell me about a time when you took the lead on a project. What did you do?”
• “Describe a time you had to work with someone you didn’t like.”
• “Give us an example of something particularly innovative that you have done that made a difference in the workplace.”
• “What happened the last time you were late with a project?”

Stress Interview

Stress interviews are used by employers to put candidates under intense pressure, to find out how they perform. One type of stress interview involves an employer organising a succession of interviewers (either one at a time or all together) who intimidate the candidate, putting them under great pressure when answering questions. The main purpose of this type of interview is to find out how a candidate handles stress. Stress interview questions often involve how a candidate handles work overload, how they deal with multiple projects, and how good they are at handling workplace conflict.

Another type of stress interview may involve only a single interviewer who behaves in an uninterested or hostile manner. For example, the interviewer may not make eye contact, roll his eyes or sigh at the candidate’s answers, interrupt, turn their back, take phone calls during the interview, or ask questions in a demeaning or challenging style. The goal is to assess how the interviewee handles pressure or to purposely evoke emotional responses. The key to success for the candidate is to remain unemotional during the process.

Example stress interview questions:

• “If you caught a colleague cheating on his expenses, what would you do?”
• “How do you feel this interview is going?”
• “What would you change about the design of a postbox?”
• “I don’t feel like we’re getting to the heart of the matter here. Start again – tell me what really makes you tick.”

Technical Interview

This kind of interview focuses on problem solving and creativity. The questions involved with this type of interview are used to discern your problem-solving skills and are likely to show your analytical ability and creativity.

Presentations

Candidates may also be asked to deliver a presentation as part of the interview and assessment process. This is stressful and is therefore useful as a predictor of how the candidate will perform under similar circumstances on the job.