Screening interviews are just what they sound like. They are sessions conducted by well-trained individuals whose job it is to determine whether you have the qualifications needed by a particular employer. Before you are sent on to the company’s hiring manager, the screening interviewer must find indication of a reasonable match between you and the company needs.
Therefore, the interviewer will be striving to screen you OUT if he determines that you are not focused, do not have a positive attitude, lack confidence, volunteer negative or superfluous information which indicates that you cannot or will not do the job or fit into the organization.
[Note: You should understand that if you are not asked to return, or are not sent on to the next interview, you are not necessarily out of the running for future positions within a particular company if you have, indeed, had a good screening interview!]
DECISION OR CLASSIC INTERVIEWS
In many cases these individuals are less trained in interviewing. They have a greater understanding of the position’s requirements, however, and are interested in determining whether or not you:
* Can do the job
* Will do the job
* Will fit into the company
These interviewers will be asking questions related specifically to the position. They will be interested in your education, past experience, motivation and desire, and will be judging whether or not there is a personality fit.
TYPES OF DECISION OR CLASSIC INTERVIEWS
(Understanding each of these interview types, and developing working strategies for each, will put you strides ahead of the competition!)
One-on-One Interview: This type usually begins the on-site interviewing process and includes discussion of your qualifications and the job requirements. You are expected to share in this exchange of information, so have your questions ready!
Group Interview: Being interviewed by two, three, or more company reps can be very intimidating. It is important to be as relaxed as possible so your best qualifies can surface. This technique is often used in academia or in any instance in which a search committee is involved. Talk to each member of the group, focusing on no one individual.
Structured Interview: One interviewer has a script of questions so that later the hiring manager can evaluate a uniform set of responses from the various candidates. Relax, be yourself.
Unstructured Interview: Interviewers are "winging it" here, so it is up to you to communicate your best qualities—thus avoiding their being overlooked or completely omitted.