Interviewing is the most crucial step in finding the most qualified employees.  There are various types of interviews, and companies choose different interviews based on their unique needs and requirements.

Three interview steps:

• Telephone screening interview.  This is a popular first step for many organizations.  The main objective of this type of interview is to accomplish the applicants qualifications, educational background, necessary skills, and employment objectives.  It is very useful and time-saving in that it narrows the pool of applicants, and gives the recruiter/manager a better idea of who should move to the next step in the interview process.  If the manager or recruiter senses that the applicant is qualified for the position after the telephone screening, they ask them to come in for an in-person interview.
• In-person interview screening.  This is the most widely used type of interview.  During this interview, the manager or recruiter has the opportunity to get to know the job applicant a lot better.  Future career plans, past job experiences, skills and education, leadership and team-work skills, and other job necessary requirements are popular topics of discussion.  It is the job of the recruiter or manager to verify the applicants attitude, professionalism, and interests in order to decide whether they are a qualified candidate for that specific job position.  If the person is qualified and chosen for the position, the next step is a selection interview.
• Selection interview.  This is the final step in the interview process.  The recruiter/manager asks the qualified job applicant to go in for a second job interview.  This is when the qualifications of the applicant are discussed once again and an offer is presented.  Both parties then decide whether a working relationship may be established.  Further discussion relies on the situation and the organization.   

There are a few different types of interviews that may be used.  The type of interview should depend on exactly what the interviewer is looking for and the organization.

• Behavioral Interview.  This is the idea that previous behavior can predict future performance and success.  Standardized methods are used to discover how the applicant performed or behaved in a certain situation or condition.  The recruiter or manger usually focuses on areas that relate to the job necessities for the position being applied.  Depending on job responsibilities and requirements, the recruiter/manager may ask open-ended questions that relate to the way the applicant handled a difficult problem, the leadership skills of the applicant, multi-tasking abilities, team-work capabilities, and how well he/she performed in a stressful situation.  Basically, the interviewer wants to know the applicant's overall competencies, based on past experiences, to determine if they are fit for the applied position.    
• Stress Interview.  This type of interview is designed to make the interviewee feel stressed and uncomfortable.  The recruiter/manager asks difficult, offensive questions and creates a stressful environment that reflects the company culture or job position.  This is all a test to determine whether the applicant is fit and capable of handling certain stressful situations within the organization.  It is also very common to have multiple interviewers in the room to create a intimidating, stressful interview atmosphere.
• Screening Interview.  The objective of this type of interviewing is to disqualify candidates who do not meet the minimal requirements (skills & experience) for the position.  The interviewer will ask questions and try to find any inconsistent information or gaps in employment history.  The main goal is to find out which applicants are a good match and meet the necessary job requirements. 
• Informational Interview.  In this type of interview, both parties exchange information and get to know one another, even if a job opening may not exist.  This type of interview is initiated by the interviewee and is meant for informational purposes only.  A job-seeker may be looking for more information about a certain industry or career, may be seeking to build a professional network, or may be in quest of employment opportunities not advertised. 
• Directive Style Interview.  In this type of interview, the interviewer has a clear agenda that is followed precisely.  The interviewer knows exactly what he/she wants to know about the applicant, and keeps the questions and interviews identical from one applicant to another.  This allows the interviewer to more easily compare and contrast the interviewees.
• Non-Directive Interview.  This type of interview is the exact opposite of the directive style interview.  The interviewer does not have a clear agenda, but rather allows the interviewee to speak and lead the conversation.  The recruiter/manager may ask open ended questions such as "tell me about yourself", and allows the interviewee to try and sell him/herself.  
• Group Interview.  The group interview creates an atmosphere that requires interaction between other interviewees.  The interviewer will ask questions or ask for each applicant to discuss an issue.  The goal of this interview is to test how each interviewee interacts with other interviewees, identify the leaders, find out who is an introvert or extrovert, test communication skills, etc.
• Follow-Up Interview. Many companies conduct a second or third interview for a few reasons.  Making a hiring decision is a very important decision that will have a huge outcome on the organization.  Therefore, the interviewer wants to be certain they are choosing the right candidate for the position.  A follow-up interview may be conducted to gather more information, build professional rapport, or present an offer to the selected candidate.       

Interview Questions to Ask the Job Applicant.

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