Interview Styles

Biographical Interview

A biographical interview is what most jobseekers experience, particularly if they meet with a line manager. It is simply a discussion of ones CV or career history to date, the decisions that have been made and the experience gained. Biographical interviews can be very informal or a systematic dissection of a CV.

Competency Based Interview

As the name suggests it is an interview with particular competencies in mind. These are usually the transferable skills/attributes required for a role so while, for example, being proficient in Excel is strictly speaking a competency, a competency based interview is more interested in abilities such as teamwork, attention to detail, exhibiting good customer relations, etc.

Behavioural Interview

This is actually a form of competency based interview. It works on the premise that past performance is the best indicator of future behaviour (and therefore suitability for a role). The Interviewer will ask you for examples of where you have exhibited a particular competency. A behavioural interview question always asks for an example, such as “Tell me about a time where you were a member of a failing team and the steps you took to change the situation?

Hypothetical Interview

Can be either competency based or not. Generally positing a “what if” situation and seeing how you would deal with it. An example would be “how would you deal with change in the work place?”

Case Study

Case studies are either seen or unseen (i.e. you know what is coming or you don’t) but in both cases some preparation can be made. Employers who use case studies often have examples on their websites. Case studies can be written, involve presentation or be purely interview based.

Assessment Centre

Assessment centres vary greatly dependent on the industry, position and level of the role. Like all interviews if you can ascertain what an employer might be looking for prior to the assessment centre this will put you at a distinct advantage. Assessment centres usually involve: group interviewing, tests/assessments/psychometric testing, group activities/presentations and role plays. Assessment centres can be difficult and expensive to organise for employers and their usually a drop out rate. Therefore, showing flexibility in availability can also create a favourable perception of you.

Interview Preparation

Thorough preparation is an essential part of being successful at interview. However, many candidates are ill prepared and fail to get the job they are seeking not due to a lack of ability but because they did not adequately research. This is particularly important if you are a jobseeker who is changing your career into another industry or area of work, if it is your first application after a period of absence from work or if it is your first time in the job market after leaving school/university. In situations such as these, there is a greater abundance of potential applicants, so to be successful, preparation is required.

Know The Company

For a number of jobseekers knowing some information about the company to which they are applying is at best a secondary concern. This can, however, lead to failure at interview. Company knowledge is important because it shows that a jobseeker has an interest in that organisation (and by implication wants to work there). Research does not necessarily need to be to great depth (dependent of course on the level of position to which you are applying) but should show that you have an understanding of the culture, structure and commercial activity of the company.

Your knowledge can then be utilised in two ways: giving knowledgeable answers to interviewer questions and asking intelligent questions of the interviewer (which again reinforces your interest in the position). Not knowing some pertinent facts about a company is inexcusable and it can be disappointing if one fails at interview because of this.

Know The Job

Sounds simple but it is surprising how many people go for an interview without really understanding the job to which they are applying. For example, if you are a long distance lorry driver with experience in the UK and you are applying for a job with a French company that distributes in the UK this surely begs a few questions? You might want to know whether you will be distributing across European borders, you will therefore need to have an understanding of appropriate French legislation, you will need to be able to demonstrate that you are capable of driving longer distances than perhaps you have experience of, etc.

In other words by really knowing what the job actually is, it can help you predict the questions that might be asked. This issue is particularly prevalent amongst jobseekers that are not sure of a chosen career and hence apply to a huge variety of different positions. A lack of a defined target area in itself is not an issue but if you do not research each job that you apply to, you can appear directionless.

Know The Market

Knowledge of the sector that your potential employer works within can aid interview success. It is important to make sure you are aware of any major news affecting the company currently (if something is making headline news across the UK that you are not aware of this can be embarrassing at interview). Make sure you know the employer’s likely business competitors as a question about these is relatively commonly asked at interview.

Know The Likely Competition

What makes you a good candidate and where are you lacking? Where might other candidates have an advantage over you? Thinking about the strengths of possible competitors for the role means you can pre-empt the concerns interviewers might have. Demonstrate Your Knowledge Wherever Possible There is no point doing extensive research unless you can demonstrate you have done it. Research suggests an interest in a role which is usually very appealing to an interviewer. You should pick opportunities where you can demonstrate the knowledge you have gained (such as the questions you ask the interviewer for example).

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