Types of Interview

You will be familiar with the terms first and second interview or final interview. This is the usual format with up to two interviewers present. The first interview will usually cover a wide range of issues from your background, education, to work experience and will delve into you the person and your ability to do the job. The interviewers want to get a good overall impression and will be short listing candidates for the second interview. Remember that you were probably short listed for the first interview on the basis of your CV/resume and cover letter. They will want to match you against the specifications for the job overall and will be recommending you for second interview - putting themselves in place of the company to evaluate how you will fit in. Generally and simply, interviewers look at the three F's. These are 'Face' - who are you, your appearance and presentation at the interview. 'Fit' - how will you fit into their company, will you match the requirements of the job and blend into the organization. 'Function'- have you the qualifications, and experience necessary for the job and can you do it. The second interview is more of the same and is most likely with either the same people or with persons more involved in the job you will do. At this stage you are also likely to meet those responsible for you when you join. It is in their interest to hire the right person for the job. That makes everybody look good. Second interviews are usually decision time for most jobs. Thereafter, issues like medicals and so forth may require further attendance but you should have a job offer under discussion at this stage.

Technical or functional interviews can arise at any time depending on the interviewer. The first interview could be 75% technical as the company delves into your competencies in your area or role. These are demanding interviews but employers who want to rely on your technical abilities will want to shortlist you early against the requirements for the job. Technical interviews can form a major part of a second interview where you are being analyzed carefully and a decision is being made against your ability, performance, history and potential. Most interviewers are aware that to get 100% ideal candidate is not always achievable and that there is always some development need. We are not all 100% perfect, thankfully. It would be an awful boring world out there if we were. Oops, the team at usamericaHiring.com is, of course, perfect - I just want to keep my job here so you will understand my digression. Technical interviews could entail some problem solving or being asked to work an issue through to determine your response to an issue presented cold to you. Just be yourself and remember that there are rarely right and wrong answers.

Interview panels can be daunting. How to handle this? Well, it can help to have practice but difficult to obtain. There are companies that specialize in interview technique training - look them up. Basically, be natural and address each person asking the question directly while maintaining eye contact with the panel. Try to establish a 'friendly' on the panel but do not focus on them. Questions can come from any direction and they can be mixed up or they will follow a pattern. A panel will usually consist of persons from different functional backgrounds e.g. HR or Technical etc. Panel interviews are serious stuff and to be in front of one you will usually be at senior level or be progressing a public appointment where such interviews are commonplace.

At any rate, good luck from usamericaHiring.com!