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Telephone Interviews: To save on time and expenditure some organizations conduct screening interviews by telephone. Many candidates find telephone interviews more difficult than personal interviews because one does not receive any nonverbal feedback to help gauge employer's responses. When the interviewer calls to arrange the telephone interview, be sure to ask for basic information if it is not offered, such as, who will be conducting the interview, name and title, and ask for the projected length of the interview so that you may make appropriate arrangements. While giving interview keep your resume in front of you for easy reference. Project a professional tone on the telephone and keep a paper and pen ready to note down any important information. Be prepared with your own questions that you intend to ask and end your interview with a statement expressing your interest in the position.
Panel Interviews: As a time-management method some organizations arrange panel interviews. A panel involves a number of interviewers. Typically, members of the panel will ask questions that represents their area of concern. Try to establish rapport with each person through eye contact and whenever possible, try to incorporate their names in your responses.
Group Interview: The group interview is used by some large companies or organizations and in this interview several candidates are interviewed at one time. This interview can last from two hours to a day or longer and usually includes a group problem-solving exercise. The interviewers may ask questions in an unstructured manner. This type of interview is used to observe how candidates react under pressure and how individuals interact with people with different personalities.
Stress Interview: The purpose of stress interview is to test the candidate's ability to be assertive and handle difficult situations. Intentionally creates and promotes discomfort. The interviewer may have an abrupt or brash attitude. Alternately, the interviewer may stare, be silent, and spend time taking notes.
Behavioral Interview: Behavioral interviewing is based on the premise that the best way to predict future behavior is to determine past behavior. In behavioral interviews, candidates are asked to respond to questions that require examples of previous activities undertaken and behaviors performed.
