3 PANEL OR BOARD INTERVIEWS These are generally conducted by two or more interviewers at the same time. They usually take turns asking questions and have their own separate list of things they want to determine about you. You can expect to be interviewed by 3-10 people, or possibly more. Direct your answer to the person who asked the question, but try to maintain eye contact with all group members. You might be interviewed by multiple individuals or groups of interviewers one after the other, instead of at the same time. This is referred to as a series interview. GROUP INTERVIEW A group interview is usually conducted with other applicants applying for the same position in different parts of the organization. Interviewing candidates in a group allows employers to evaluate how well you would fit in at the company. Establish a good relationship with everyone and promote yourself as a natural addition to the team. Be prepared to answer behavioral questions and simulation exercises during this type of interview. MULTIPLE MINI-INTERVIEWS This type of interview is often used in the medical and dental fields, as well as by graduate schools and for academic faculty positions. Applicants move between interview stations and are observed by a single person who rates each applicant. Employers then select an applicant based on their rating scores. Each station covers a different organizational topic, such as communication, collaboration, ethics, critical thinking, awareness of health issues and subject knowledge. This technique is used by employers that have a high investment in new hires. STRESS INTERVIEW Stress interviews involve questions that are deliberately intended to make you uncomfortable or upset. This is usually a test of how you will handle stress on the job. Remain calm and take your time in responding to the questions. The questions are not intended to be taken personally. INFORMATIONAL INTERVIEWS When you meet people to learn about their occupation, company or industry, you are engaging in an informational interview. These are not job interviews, although completing these may lead to a job offer. BEHAVIORAL INTERVIEWS AND SIMULATION EXERCISES In behavioral interviewing, you are asked how you behaved or responded in past work situations. You may also be asked how you would behave in future, hypothetical work situations. The employer asks these questions to find out the specifics of how you would solve a problem. Sometimes, an employer may choose to have the testing done by an outside agency or assessment center. These exercises attempt to measure how you manage situations, problem-solving and decision-making skills. Behavioral interviews can be structured as one-on-one or group interviews and can be conducted in a variety of settings. HOW TO RECOGNIZE A BEHAVIORAL INTERVIEW QUESTION When an interviewer asks a question about the details of a past experience or how you would act in a given hypothetical situation, these types of questions tend to be behavioral interview questions. Your response should focus on your explanation of past, present or future behavior that displays important skills for the job. Behavioral interview questions are easy to identify and prepare for in advance. They tend to start with something like the following: TELL ME ABOUT A TIME WHEN YOU SOLVED A PROBLEM. Focus on sharing a response that provides details about a time or a particular situation in which you solved a problem. WHAT WOULD YOU DO IF YOU HAD A PROBLEM TO SOLVE? Avoid giving a superficial response like, “Solve it.” Instead, tell a story of how you solved something.
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