The interview is a very important stage of employment as it is usually the way you showed yourself in the interview depends on whether you get desired job. Not always the job interview is an interview with a standard set of questions: there are different the types of interviews. some of which can catch the candidate off guard.

The most common type of interview faced by the majority of candidates is called packing (structured) interview. Usually it consists of a number of standard questions, allowing for a short time to get acquainted with the professional and personal qualities of the candidate, check the information indicated in the summary.

Also, this interview may include creative questions. which are usually used to assess creativity, individual qualities of character. Sometimes the purpose of such questions is to bring the applicant to a frank conversation, which you can not do with standard questions.

To the more narrow subtypes of such interviews include biographical interviews (focus on biography and life experience of the candidate) and certification interview  (includes strictly professional questions for assessing the level of qualifications of a specialist).

This technique of interview is time-tested and experienced, but there is information that is difficult to obtain, just by asking questions. In addition, the most typical questions in the interview have long been known to most people in search of work, so that recruiters often respond not to the truth, but what (according to the candidates) they would like to hear. Therefore HR'y use other types of interviews, which allow unobtrusively to extract from the candidate the necessary information.

One of these types of interview is the case study interview (situational interview). The interviewer describes the candidate a problem situation, the task of the applicant is to tell him how he would act in this situation to solve the problem. Case-interviews help to learn more about personal qualities of character. Often it happens that the candidate writes his resourcefulness or stress resistance on the resume, and in a situational interview "fails".

But the case interview is not as difficult as it might seem at first glance: you do not press and give time for reflection. There are far more hard types of interviews are designed to catch you off guard. These include stress interview. during which the recruiter has psychological pressure on the candidate, asking provocative questions, using accusatory tone, etc. The task of this type of interview is to test the candidate's stress resistance.

Some competitors take the stress interview at face value and refuse the post, wasting a good seat. So if the recruiter presses on you, do not hurry to say goodbye and leave. perhaps this part of the test.

To guard in that case all the interview takes place in an atmosphere of psychological pressure. usually recruiters combine a stressful interview and traditional interviews, because from one stressful interview you will not get all the necessary information about the candidate.

Also should be alerted to the use of this type of interview when you interview for a position for which stress is not one of the main requirements. In General, look closely to the recruiter. to understand who he is: a lover of new techniques in the field of recruitment or just an inadequate person.

Don't be surprised if at the interview you are invited to imagine themselves as the hero of the tale called projective interview. It is somewhat like a case study interview, but the difference is that in a situational interview you are offered to model a real situation, and you have a chance to guess what exactly they want from you. And in a projective interview you will unconsciously transfer to the hero your personal experience and knowledge, so the interviewer has more chances to get reliable information from you. But this kind of interview requires a highly professional recruiter, otherwise he will not be able to interpret the results.

If a large number of candidates for one position are usedgroup types of job interviews. Usually they are a business game: a group of candidates are given a task, and during its execution they observe how certain qualities and skills manifest themselves in group work.

It's worth to mention such types of interviews, like telephone interviews and online interviews. Their peculiarity is that communication with the recruiter is not in person, by phone or via Skype. A job interview can be a standard, situational, etc. (except that the stress interview in this communication to expose difficult). With the passage of these types of interviews it is worth considering the peculiarities of mediated communication with the employer .

There are other types of interviews, which are allocated according to different criteria. Briefly list them :

  1. Target: preliminary (screening) and selection interview. The first is used for narrowing down the candidates, and the second to select one suitable for the position.
  2. According to the structure: rigid (structured and formalized) and free (unstructured). The first is carried out according to a predetermined plan, the second is more reminiscent of small talk. Usually for best results, these types of interviews are combined.

In some companies practice serial interview. at which the candidate consistently communicates with different representatives of the company: the personnel manager, the head of the department, and so on.

As you can see, the types of interviews there are many, and no need to worry, when faced with one of them. gather, and you will certainly succeed!