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TYPE OF INTERVIEWS
SCREENING INTERVIEWS
This interview is not to decide if you are the best person for
the job, but to judge whether or not you measure up to the profile
of the hypothetically ideal candidate. They know what information is
needed and ask the right questions to get it. Your answers should be
direct, concise and positive. There are three common types of
screening interviews:
On-Campus Interviews - determine who will be invited for
on-site or second interviews. Arranged through Career Services and
conducted by a college recruiter. Typically 25 to 30 minutes long.
Telephone Interviews - for screening a candidate when an
organization does not have a representative in the area and unable
to send someone to campus to recruit. Also used to screen local
candidates.
Preliminary Interview - Large organizations use a brief
screening interview conducted by a personnel specialist to screen
out candidates who are clearly not appropriate. Consists of probing
questions to determine technical competence and open-ended questions
to assess personality. Usually conducted in a testing format.
HIRING INTERVIEWS
Usually conducted by immediate supervisor or person with
authority to hire. Usually interested in the following:
- Can you do what the company wants?
- Can you solve their problem?
- Will you fit in the organization?
This meeting with the supervisor is a selling situation. Be a
good listener, ask questions, and illustrate through discussion of
your accomplishments that you can address their organizational
needs.
There are two common types of hiring interviews:
Panel or Board Interview - conducted by two or more people
simultaneously, with each own separate agenda.
Series Interviews - consist of individual interviews with
three or more people in the organization, all in one day. The
participants are possibly the same people as the panel interview but
you will meet one at a time rather than as a group.
INFORMATIONAL INTERVIEWS
Click here to learn about
Informational Interviews
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