CMU Career Guide Central Michigan University Career Guide | Page 31

TYPES OF INTERVIEWS
BEHAVIORAL INTERVIEW

“Tell me about a time when...” or “Give me an example of a situation where...” are prompts that seek your best examples
of how you would satisfy the requirements of the job. These behavioral interview questions are frequently asked in
interviews of all types. See page 32 for examples of common behavioral-based interview questions.

TELEPHONE

This is typically the method used for the first round of interviews and could be your first “live” interaction with the
employer. Make sure your cell phone has a strong signal or use a landline phone. Dress professionally to help yourself
get into a professional mindset and be free of distractions and background noise.

PANEL

Congratulations! You are most likely one of the finalists when invited for a panel interview, as you will meet multiple
key stakeholders. Appearance, eye contact with each person on the panel, posture, and overall demeanor are as
important as your responses to their questions.

ONLINE

Software such as Skype and ooVoo are more and more commonly used to connect you, as a potential candidate, with
the hiring committee in a convenient, cost-effective way. Prepare and test your video/audio equipment by practicing
with a friend or having a Skype mock interview through the Mock Interview Program before your scheduled interview.
Your video screen name should be professional and appropriate. For the interview, make sure that your backdrop
is plain and lighting is appropriate. Dress professionally and look at the camera (not your screen) to maintain eye
contact.

GROUP

You, along with multiple candidates, will be accessed in the same room for the same job. Candidates may be asked
to all respond to the same question or different sets of questions in either a roundtable or random format. Group
interviews often involve interaction between candidates, which will allow the interviewers to see if you stand out and
how well you interact with others. The interviewers will also be able to assess your ability to deal with pressure, take
on leadership roles, work well with a team, and remember details such as the other candidates’ names and responses.

ASSESSMENT/PERFORMANCE-BASED

This method will provide you the opportunity to prove your knowledge, skills, and abilities pertaining to the job. You
may be required to do one or several activities in front of the interviewers and key stakeholders. The activities may
involve a presentation or role-playing, for instance, and could last from an hour to several days. Organizations are
willing to include assessment techniques in the interviewing process to make a wise investment in the successful
candidate.

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