Interviews
First, you search for the job.
Second, you piece together your résumé.
Third, you finally apply for the position.
Now, the next step of the application process approaches: the interview.
As background, the interview process is crucial. It affords the Selecting Official (or panel) the opportunity to interact with the person listed on the résumé. This process also better assesses candidates by collecting answers to questions based in a situation, skill, or within behavioral scenarios.
While some individuals are naturally comfortable speaking to an audience, there are a select few who may be frightened by the mere thought of doing so. Additionally, even the most comfortable, confident individual can become nervous while being asked questions by a person (or persons) evaluating their responses.
As stressful as this part of the application process can be, there are definitely options available to assist you with preparing for the experience. But first, take a moment to learn more about three (3) of the most common types of interviews conducted by employers.
Structured Interviews
Structured interviews are the most formal type of interview. Each question is predetermined, in a specific order, and asked to each candidate without deviation. This type of interview is most common with Federal positions, as well as with large companies. Doing so serves as an advantage to the company, enabling them to conduct several interviews within a short time frame, as they are also timed (typically).
Semi-structured Interviews
Semi-structured interviews are a combination of structured and unstructured interviews. These interviews include predetermined questions but may also include unscripted questions. This type of interview is useful when companies aim to learn more about a candidate’s personality and thought-process.
Unstructured Interviews
Unstructured interviews are off-script, informal, and known to be free-flowing. These interviews have the advantage of allowing a Selecting Official, for example, to choose between two (2) similar candidates, as a tiebreaker. Because this type of interview is casual, it is often most comfortable for a candidate.
