There are basically two types of interviews – screening interviews and hiring-decision interviews. A screening interview is used to further narrow the candidate pool and typically lasts between 15 to 30 minutes. Hiring-decision interviews are generally more extensive, and usually lead to a job offer for one or more of the individuals in the candidate pool. For a full-time, professional position, interviews may last several hours to several days.
Interviews can be conducted in a variety of ways. The table below lists many of these ways and their purpose, which can depend on the type of position being filled.
|Interview Method||Co-op/Internship Positions||Full-Time Positions|
|Phone*||Screening or Hiring-Decision||Screening|
|Video Conferencing*||Screening or Hiring-Decision||Screening|
|In person – Individual||Screening or Hiring-Decision||Screening or Hiring-Decision|
|In person – Small Group or Committee||Generally Hiring-Decision||Generally Hiring-Decision|
|In person – Lunch and Dinner**||Generally Hiring-Decision||Generally Hiring-Decision|
|In person – On-Site||Hiring-Decision||Hiring-Decision|
*If you need a quiet space to conduct your Phone or Video interview, please contact our office to see if one of our interview rooms is available.
** On occasion, employers take job candidates out to lunch or dinner to evaluate their manners and social skills, and to gather additional information that might not come out in a formal interview.
The styles of interview questioning are commonly classified as traditional, behavioral-based, or technical. Many interviewers use a mix of traditional and behavioral-based questioning. Technical questions are less common but are sometimes used if the interviewer is looking for very specific technical skills.