There are basically two types interviews, the screening interview and the hiring or selection interview.

1. Screening Interviews

Screening interviews are used to qualify you before you meet with a hiring authority for selection. Screeners try to weed you out rather than get you hired. These types of interviews are the normal processes for companies who receive hundreds or even thousands of solicitations to a single job opportunity.

Screening interviews are usually quick, efficient and low cost strategies that result in a short list of qualified candidates. Screening interviews assist operations managers save time by eliminating unqualified candidates.

If invited to a face-to-face screening interview, it will usually be with a third- party recruiter or someone from human resources. Human resource interviewers are typically experienced and often professional interviewers who are skilled at interviewing and screening candidates. They may not understand the details of the job you will be interviewing for, but they are effective at judging character, intelligence, and if you are a good fit for the company culture. They are also good at identifying potential "red flags" or problem areas with your work background and general qualifications.

Getting past the screeners to the operation managers may often be your toughest task. Be prepared to explain any discrepancies in your background - gaps in employment or education, frequent job changes, or layoffs - should this be needed.

Some examples of screening interviews include the telephone interview, the computer interview, the videoconference interview and the structured interview.

1. Telephone interviews

Telephone interviewing is the most common way to perform an initial screening interview. It helps both the interviewer and the candidate get a general sense if they are mutually interested in pursuing things beyond the first interview. This type of interviewing also saves time and money, and may be tape recorded for the review of other interviewers.

Your goal as a candidate during a phone interview should be to arrange a face-to-face meeting. However if this is not possible, try and arrange a time to talk further on the phone, or to get the name and address of someone in the employer's firm that you can submit your resume to.

If you are caught off guard or unprepared with an incoming interview call, ask to try and meet in person, or reschedule the appointment for a more convenient time when you are prepared. Remember the person placing the call is the one that establishes initial control so it's to your advantage to place the call.

Tips for phone interviews:

• At the start of the conversation, make sure to write the person's name down correctly- ask for correct spelling and get the phone number so you can call back if somehow cut off.
• Keep a copy of your resume, a list of employer questions, pen, paper, research material on the employer and any notes in front of you. It may also be a good idea to have a glass of water nearby.
• Dress up as though you are going on a face-to-face meeting. It will usually enhance your energy level and professional presence.
• Always try to smile over the phone. People can usually sense your smile or your frown.
• Try to speak louder since most phone reception reduces phone sound levels.
• Ask several good questions as if it were a face-to-face meeting.
• If you place the call, don't let the long distance phone charge concern you and shorten the interview.
• If confronted with a question you do not have a simple and effective answer for, state that the question may be better answered in person.
• Thank the interviewer for his or her time, and follow up with a "thank you" letter.

These are basically screening interviews used to weed out the best candidates from the dozens or hundreds of candidates that may be applying for a job opening. Computer interviews involve answering a series of multiple-choice questions that will pre-qualify candidates for a potential job interview or simply for the submission of a resume. Some interviews are handled through the telephone with push buttons, while others require accessing a web site to complete the interview with a computer keyboard and mouse. Computer interviews are often timed, and it may be worthwhile going in under an alias to get a sense of the questions and timing before applying under your real name.

Good examples of this type of interview can be found on the web at the following locations:

Videoconferencing systems provide the transfer of audio and video between remote sites. More than half of the largest U.S. Companies already utilize videoconferencing as a means of convenient communication and an alternative to the more costly face-to-face meetings. Basically anyone anywhere in the world can perform videoconferencing with the use of a microphone, camera and compatible software. Videoconferencing is now on the Internet, and continues to drop in cost making it a popular resource for business as well as home use.

Tips for videoconferences:

• Videoconferencing has similar video and audio to that of a home video camera, so choose an outfit that looks good on you. Wear solids and not stripes or plaids to avoid problematic imaging.
• Practice a mock job interview with your home video camera to become comfortable before the real event.
• Choose full-face (straight) camera angles instead of angled views for best reception.
• Seek professional help for makeup matters.
• If given a choice, use full view or wide angle shots rather than close up shots. Leave the close up shots to the professionals.
• Keep in mind there is usually a lag between when the voice is spoken and when it is heard.
• Smile and maintain eye contact as in a face to face interview.
• Avoid jerky motions, and use only fluid motions to maintain video integrity.

This type of screening interview is used to identify the best candidates by asking each the same exact question. Employers attempt to create a common measuring tool for evaluation by providing an "apples-to- apples" comparison of candidates. Unfortunately no two interviews are ever truly the same, and personal biases will always effect the evaluation. These type of interviews are usually handled by third party recruiters or the employer's human resource department.

2. Hiring Or Selection Interviews

In contrast to screening interviews, there are the more traditional hiring or selection interviews from operation managers, department heads and executives who may be your ultimate bosses. These managers understand the technical qualifications needed to fill their vacant positions and the team chemistry required to keep their departments running smoothly. As interviewers they are usually less prepared and less skilled at interviewing. In fact many spend only a few minutes looking over a resume before the interview and rarely prepare questions or other strategies. Most do not like interviewing and see it as an unfortunate but necessary task that takes away their valuable time from job production. Although employers feel they must assume the position of control, they are usually more than willing to allow candidates the lead if handled properly.

Hiring interviews are two-way streets where you will also be interviewing the employer for job suitability. Most of these interviews will take place in an office setting in one of several formats such as one-on-one interviews, serial interviews, sequential interviews, or panel interviews.

1. One-on-one interviews

This is the traditional interview where candidates meet with employers on a face-to-face basis, one-on-one. Each interview is somewhat unique and loosely structured. Both parties typically walk away with a more natural sense of whether or not the fit is right.

2. Serial interviews

Here candidates are passed from one interviewer to another throughout the course of a day. No decision is made on your appropriateness until the final interview has taken place and all interviewers have had a chance to discuss each other's interview. If facing serial interviews, try to find out something about the next interviewer and the issues important to him or her before the meeting. Also remember, you have only one chance to make the right first impression so make sure you are energized and ready for the next interview before taking it on. If you are not, excuse yourself to the restroom for a break or try to reschedule the balance of the interviews for another time.

3. Sequential interviews

Sequential interviews are the traditional means of interviewing whereby a candidate will meet with one or several interviewers on a one-on-one basis over the course of several days, weeks or months. Each interview will move the candidate progressively towards greater detail about the position, the company and ultimately an offer. Testing may be one of the sequential interviews, as well as meeting with the top brass or even a third party consultant.

4. Group or panel Interviews

In this situation a candidate will go before a committee, sometimes as large as 10 people. This is usually done for time and scheduling efficiency to accommodate the management panel. Here candidates are evaluated on interpersonal skills, leadership, and their ability to think on their feet while dealing with issues in a stressful situation.

If confronted with this type of interview, candidates should try to identify the leader and the immediate supervisor of the position being considered. Think of the board as a single individual and try not to be intimidated by the numbers. It may be difficult to exercise any degree of real control over the panel, but try to focus on the one or two key members and control their reaction to you. However it is important to make eye contact and communicate individually to each panelist.

The previous information is written and copyrighted by Frederick C. Hornberger, Jr., president of Hornberger Management Company, a national board and executive search firm specializing in the construction industry. This information is provided for personal use only. It may not be copied, printed or distributed to anyone other than you the reader, for any reason without permission from the author. Contact the author at address One Commerce Center, #747, Wilmington, Delaware 19801, phone 302-573-2541, email [email protected], or through the company web site at www.hmc.com.