Landing the Job

Alumni - Job Search Toolkit - Landing the Job - Type

Interview Types

Screening interviews are usually conducted by a recruiter who will review your experience and personality, compare it with other candidates and determine your relative fit with a job description. The objective of the initial screen is to reduce the volume of candidates to a manageable number and then call some back for more extensive interviews with the hiring manager, etc. Typically screening interviews take place over the telephone and are 20-25 minutes long, so be concise!

In a behavioral interview, you will be asked to describe past situations that exemplify your ability to use the skills, abilities or knowledge required for the job. Often the questions will begin “Give me an example of………” To prepare for a behavioral interview, create a detailed list of the skills and traits that specifically relate to the opening, then develop stories that illustrate your mastery of each skill or trait. To help structure your stories use the S.T.A.R. format, giving points about the situation (S), task (T), action (A) and result (R). Use the STAR worksheet to better understand the elements of these type answers and to gather key words facts and phrases that will help shape your talking points. 

Case interviews are hypothetical business problems that you are asked to solve as part of the interview. These “cases”, usually present a real-world business scenario, but can also include analytical, mathematical problems, or brain teaser type questions. The purpose of the case interview is to gauge how well you listen, your logic in problem solving, how you formulate a plan, and whether you can articulate a solution under pressure. Generally, there is no one right “answer” to the case question, but rather the interviewer is evaluating your approach, structure, analysis, poise, and communications style. The best way to prepare for case interviews is to practice

Some employers use pre-employment tests or assessments to help in the hiring process. These tests can be used to gauge acumen/skill, judgment, integrity, and personality fit. Take the test seriously, these tests can make or break your candidacy. Avoid "gaming" a personality test, some tests are designed to identify inconsistencies.